- 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.