*One-on-one discussion *Set the SMART goal *Set the priority *Effective communication with your team members *Be empathetic *Be supportive not judgemental *Treat them well *One task for one time *Provide required tools and other things

I would address the issue by discussing the impact of missed deadlines, understanding the root cause, and collaborating on a clear plan to improve time management and accountability.

Here are some of points needed to be considered 1- hold a private conversation - scheduling o2o meeting to address the concern in a respectful and private manner. 2- discuss the impact on our team - explain how their delay may affect the team, the objectives flow, and the overall performance. 3- understands the root cause - ask open-ended questions to understand any challenges they might be facing, such as workload issues, skill gaps, or personal obstacles. 4- implement accountability measures - set specific, short-term goals and check-in points to monitor progress. 5- recognization and observation - recognize improvements, no matter how small, to encourage better adherence to deadlines

Chronic lateness of a team member can adversely impact the productivity and morale of the entire team. It's important to address the problem immediately. For this - have one-on-one conversation with the concerned members to understand the reasons for delay. Listen actively with empathy and tailor strategies and actions accordingly. - provide additional guidance, access to resources and training as per the requirement - avoid being judgemental and rude, as it can demotivate your team members. - involve them in setting goals and deadlines. Help them prioritise tasks and split larger tasks into smaller achievable pieces. It can keep them motivated - be flexible to adjust workload and strategies. - appreciate their efforts

I’ll just tell you a fun story. Years ago I had a problem with my team showing up late for meetings. Our meetings are very structured, fast-paced, and cover a lot of information. I originally addressed it individually and there was no change. So I came up with a plan. At the next meeting, I had the presentation screen on, music playing, and everything like we were going to have a big event. One minute after the hour, I told everyone to grab their stuff and I was buying them all dinner, within 10 minutes everyone is at a restaurant ordering food. Within 15 minutes my phone starts blowing up. No matter what the excuse I got was, I asked them all one simple question…. “Did you want me to wait for you?” Half quit. Half were never late again.

Siempre me gusta comparar con el cine. Hoy les remito a ese filme donde Charlton Heston interpreta al gran Miguel Ángel. El Papa Julio preguntándole cuando acaba la Capilla Sixtina, Miguel Ángel contestando que cuando acabe. Si el trabajo es bueno, paciencia. Si el trabajo es malo e incompetente, Dies Irae

Sabemos que o atraso de entrega de um membro da equipe pode comprometer o resultado coletivo, e isso de forma contínua sem intervenção pode desregular a entrega dos demais. É imprescindível ter uma conversa e evidenciar o prejuízo que pode causar ao time, mas claro que se faz necessário entender se o mesmo precisa de mais ferramentas de trabalho, de suporte com curso de gestão do tempo, com matriz de prioridades ou até mesmo suporte psicológico. Estabelecer metas saudáveis e alcançáveis. É importante planejar uma escalada de entrega, com prazos menores que somados resultem na grande e almejada entrega.

First of all, it is important to understand how the team member is managing their time. I try to understand if there is a lack of organization or some other problem. After the diagnosis, we plan corrective actions and I observe the process. Best way to do that is in one-on-ne.

From my personal experiences I’ve seen that team uncertainly gets divided into 3 types and these types are - 1) These are the people who perform much more then what is expected and that too in timely manner. 2) These are the people who just do the things what they have been expected to do with 1 or 2 reminders. 3) These are the people who loose their interest in doing the work assigned to them. There are some ways to handle the third category- 1) Give them more and more time based on the excuse that they will make. 2) Reduce the task that they need to do. 3)Make a genuine effort to understand why are they unable to finish the task that they have been assigned and help them overcome that problem. 4)If nothing works remove and call it a day

It’s always important to begin with empathy. Approach the conversation without blame, asking the team member if they encountered any challenges that led to the delay. Actively listen to their perspective, showing that you value their input and care about their situation. Together, work to identify the root cause of the missed deadline and collaborate on solutions. Offer support, adjust workflows, or provide resources to help them overcome future challenges. Additionally, set clear expectations by reaffirming the importance of deadlines and ensuring alignment on future goals. Use the conversation as an opportunity for growth, encouraging the team member to learn from the experience and improve moving forward.