- Identifying the Issue– Review their tasks, blockers, and workload in ServiceNow. - Communicating Clearly – Schedule a call to discuss challenges and expectations. - Providing Support – Offer guidance, training, or resource allocation if needed. - Setting Clear Goals – Define measurable targets with deadlines in ServiceNow. - Monitoring Progress – Track improvements using dashboards or reports. - Escalating if Necessary – If no progress, involve management for resolution.

There are possible reasons like: Unclear objectives and goals Lack of communication, follow up and task management Lack of training Demotivation and isolation Inadequate technology

When a remote team member is underperforming, the solution isn’t just reprimanding—it’s understanding. In Ramayana, when Hanuman forgets his strength, Jambavan doesn’t criticize him—he reminds him of his power. As leaders, we must do the same: 🔹 Diagnose, don’t assume – Is it skill, will, or external factors? 🔹 Empower, don’t blame – Provide clarity, mentorship, and the right tools. 🔹 Accountability with empathy – Set expectations but also support their growth. A great leader awakens potential, not just demands results. How do you handle such situations? #LeadershipLessons #RamayanaWisdom #DevduttPattanaik #RemoteWork #TeamSuccess

🎯 Identify the Root Cause Schedule a 1:1 conversation to understand challenges (technical, workload, personal). Analyze task completion rates, response times, and quality issues. 🛠 Provide Clear Expectations & Support Set measurable goals with deadlines and clarify performance standards. Offer mentorship, upskilling, or better collaboration tools if needed. 🔄 Implement Regular Check-Ins & Accountability Use daily/weekly stand-ups to track progress. Assign smaller, manageable tasks to build momentum. ⚖ Consider Consequences If Issues Persist If no improvement, issue a formal performance plan with clear consequences. As a last resort, reassign responsibilities or replace the team member.

Addressing underperformance in a remote team requires a structured approach: 1. Open Communication: Schedule a one-on-one meeting to understand challenges and set clear expectations. 2. Provide Support & Training: Identify skill gaps and offer guidance or resources to improve performance. 3. Set Measurable Goals: Define specific, time-bound objectives to track progress effectively. 4. Monitor & Give Feedback: Regular check-ins ensure accountability and provide an opportunity for adjustments. 5. Consider Reassignment or Replacement: If performance doesn’t improve, explore role adjustments or alternative solutions. A proactive approach ensures both team productivity and a supportive work environment.

A team member dragging down a project does not paint a complete picture. A one on one meeting may be in order, but a simple message or email may be a quicker way to get an answer. A remote worker could be facing a potentially endless list of problems that impact their performance. In order to have efficiency someone would first have to have an understanding of what could be the cause of the issue.

These sequential steps can address underperformance while maintaining a supportive and productive team environment. 1. Assess the Situation 2. Provide Support and Resources 3. Set Clear Expectations 4. Monitor Progress and Offer Feedback 5. Provide a Structured Plan for Improvement 6. Encourage Open Communication 7. Evaluate the Team Dynamics 8. Consider Reassignment or Escalation

* One-on-One Meetings: Discuss concerns and set clear, achievable goals. * Provide Resources: Ensure access to tools and support for improvement. * Monitor Progress: Regularly check in, track progress, and offer constructive feedback. * Clear Expectations: Define expectations and consequences of underperformance. * Training and Support: Provide resources to help team members improve. * Understanding and Compassion: Be empathetic and supportive. * Proactive Approach: Address issues early on. * Effective Communication: Keep team members informed and updated. * Technology Utilization: Leverage tools like project management software and video conferencing. * Lead by Example: Set a positive example for your team.

This is a normal scenario, and as a leader, we have to make sure we address underperformance effectively. First, identify the cause—whether it's skills, motivation, or personal issues. Have a private, empathetic conversation to understand their challenges. Clarify project expectations, timelines, and their role. Offer necessary training or resources, and adjust their workload if needed. Set regular check-ins to monitor progress and provide constructive feedback. If performance doesn’t improve, consider reassigning tasks or making adjustments. Keep team morale high by addressing issues openly (without naming names) and fostering collaboration. Document all communications and actions taken for future reference.

Managing underperformance in remote teams requires a mix of clear communication, support, and accountability. Here are some strategies that have worked well: 1. Set Clear Expectations – From the start, define roles, responsibilities, and performance benchmarks to avoid ambiguity. 2. Use Data to Identify Issues – Track key performance indicators (KPIs) to identify patterns and address concerns objectively. 3. Foster Open Communication – Create a safe space for team members to voice concerns and challenges they might be facing. 4. Offer Coaching & Mentorship – Sometimes, underperformance stems from skill gaps. Providing training or pairing them with a mentor can help.