Managing an underperforming team can be one of the toughest challenges for any leader. Low performance can drain morale, slow growth, and create frustration for both the manager and the team. However, with the right approach, you can turn things around and guide your team back to success. It all starts with understanding the root of the problem, adjusting your leadership style, and implementing actionable steps that foster accountability and growth.
Here are five strategies you can start implementing today to boost team performance and get back on track.
1. Check the Data
Before jumping to conclusions about why your team is underperforming, start by checking the data. Are there specific metrics that are consistently below target? Look at the numbers objectively to pinpoint where things are going wrong.
Use the data to assess individual and team-wide performance. Are there certain team members who are pulling their weight, while others are struggling? Are there external factors impacting productivity, like bottlenecks in processes or outdated tools? Understanding the data gives you a clear picture of the current state of affairs, helping you make informed decisions moving forward.
2. Double Down on Coaching
Once you’ve identified where the gaps are, it’s time to double down on coaching. Great leaders don’t just tell people what to do—they show them how to improve. Schedule regular 1-on-1s with your team members to provide constructive feedback, focus on their individual growth, and work on skill-building.
Use these coaching sessions to understand the root causes of underperformance. Is it a lack of understanding, motivation, or support? Tailor your coaching to each individual’s needs and help them overcome obstacles. With consistent guidance and support, you’ll likely see improvements not just in performance but in morale and engagement as well.
3. Add New Incentives and Recognition
People are motivated by recognition and rewards, but sometimes, teams can lose sight of what they’re working toward. By introducing new incentives and recognition programs, you can help reignite motivation and focus.
The incentives don’t always have to be financial. Consider implementing peer recognition programs, celebrating small wins, or providing opportunities for professional development. When people feel appreciated for their contributions, they’re more likely to put in the extra effort required to meet their targets.
4. Revisit Goal Setting with the Team (OKRs or Rocks)
One of the key reasons teams underperform is a lack of clarity around goals. It’s important to revisit your goal-setting process and ensure everyone is aligned with the objectives.
If your business uses OKRs (Objectives and Key Results) or Rocks (Entrepreneurial Operating System) method, this is the time to re-evaluate and reset. Ask yourself:
- Are the objectives clear and achievable?
- Do the key results provide measurable milestones?
- Does everyone understand how their work connects to the larger business goals?
By revisiting your goals and aligning them with the team’s current capabilities, you can set a new course for success. Make sure the goals are challenging but realistic, and that they inspire the team to push themselves while providing clear direction.
5. Get Involved: Show Them How to Deliver
Finally, it’s time to roll up your sleeves and get involved. Leaders who step in to show their team how to deliver often inspire trust and loyalty. It’s not about micromanaging but demonstrating how success can be achieved through action.
Work alongside your team on key projects, offer hands-on guidance, and set an example of the standards you expect. This builds a culture of accountability and shows your team that you’re committed to their success. As they see you actively working towards the goals, they’ll be more motivated to step up their own efforts.
Making the Shift: Consistency is Key
Turning around an underperforming team isn’t a quick fix; it requires a behavioural shift from you as the leader. You need to create a structure and format you can stick to—whether that’s weekly check-ins, ongoing coaching, or regular progress reviews. Consistency in your actions will build trust and reinforce the changes you’re making.
Communicate these steps clearly to the team, so everyone knows what’s expected and feels empowered to contribute. Work together as a unit to recalibrate performance and rebuild momentum. With the right approach, patience, and dedication, your team can rise to the challenge and achieve the targets you set.
Conclusion
Managing an underperforming team is never easy, but by focusing on data, doubling down on coaching, introducing new incentives, revisiting goal setting, and leading by example, you can foster a positive behavioural shift. Remember, it’s a journey that requires consistent effort, but with the right strategies in place, you can transform underperformance into success.
