How do you support underperforming team members in developing their skills and reaching sales targets?

One of the best ways to identify problem areas is to actually get out in the field and observe your team. So often it's little things that are not easy to pick up that make the big difference. For example, things like tonality pace and asking good questions are so important to how a customer perceives your team.

Supporting underperforming team members involves a strategic approach that includes identifying issues, offering targeted support, and monitoring progress

I find it best to focus on one area as opposed to many and set goals related to that one particular item. Sometimes we can get so carried off with thinking we have to overhaul something when in reality we need to focus on making one big impact change at a time. So whether it's asking better questions, asking for the business or asking for referrals... Help your teammate identify that one key item that's going to help get them a little bit better.

To support underperforming team members in developing their skills and reaching sales targets, provide targeted training tailored to their specific needs. Identify skill gaps through regular assessments and offer relevant workshops or e-learning modules. Pair them with experienced mentors for hands-on guidance and real-time feedback. Set clear, achievable goals and monitor progress closely, offering constructive feedback and encouragement. By investing in their growth and fostering a supportive learning environment, you can help them build confidence and improve performance.

Part of being a great trainer is understanding how your team learns. Some people need constant coaching and reinforcement while other people just need life support. That's why it's important that training is something that's ongoing and not something that's a once a year kind of deal. It also can be helpful to bring in outside voices here because sometimes our team gets numb to hearing our voice. Don't be afraid to pull in other managers to help with training too. They may say exactly what you've been saying all along, but your team will react differently based on how it's communicated.

Don't forget the feedback needs to include positivity as well. What are the things that your teammate did great and that you really liked? And of course, what are the things that they can improve upon? It's also important to make sure that your team is open to feedback. So for example before you start giving feedback you should ask the question " I had some feedback for you on your call. Would you mind if I shared it with you?"

Offering feedback is crucial for developing underperforming team members. Provide constructive, specific, and timely feedback, focusing on both strengths and areas for improvement. Use a positive, supportive tone to encourage and motivate. Schedule regular feedback sessions to maintain open communication and address issues promptly. Utilize a balanced approach, combining praise with actionable suggestions, to help team members understand their progress and how they can improve. This approach fosters a growth mindset and continuous development.

Often times the best trainer and the best coaches are the ones that are out in the field doing the work. Don't be afraid to lean into your "A players" and ask them to mentor people that are not doing so hot. Not only will it give you a hand in training up your struggling teammates, but it also gives your top people some exposure to management activities.

Encouraging teamwork among underperforming team members can significantly boost their performance. Promote collaboration by organizing regular team meetings and brainstorming sessions, fostering a supportive environment where members can share strategies and insights. Implement team-based incentives to motivate collective effort and recognize team achievements to build a sense of shared success. Use mentorship programs to pair underperforming members with high performers, facilitating knowledge transfer and skill development. By prioritizing teamwork, you create a cohesive unit that supports individual growth and enhances overall productivity.

Sou adepto de fazer muito trabalho individual com quem está em baixa performance com intuito de recuperar o resultado do colaborador. Parte do trabalho é monitorar se o coaching está surtindo efeito. Acompanhar a evolução, o desenvolvimento e a eficácia do processo. Um líder não deve deixar um membro com baixa performance. O monitoramento serve inclusive para percebermos se esse colaborador realmente quer melhorar. Alguns profissionais realmente não estão motivados ou engajados na empresa para fazer o que precisa ser feito. Cabe ao líder então entender os riscos de se manter esse vendedor no time. Olhando principalmente para ROI e cultura.

Monitoring progress is essential for supporting underperforming team members. Conduct regular check-ins to review their performance against set goals, providing timely feedback and guidance. Use key performance indicators (KPIs) to track improvements and identify areas needing further support. Implement progress reports to visualize development over time, ensuring transparency and accountability. Adjust strategies to keep them on track, and celebrate small victories to maintain motivation and momentum. This continuous monitoring fosters a proactive approach to performance enhancement.