Support team performance
Support team performance
What you will learn
- Explain why continuous feedback beats a one-time assessment at closure.
- Describe the appropriate steps when noticing a team member's performance dip.
- Distinguish an individual performance dip from a team-wide issue needing a different response.
- Connect performance support to objective indicators, not just personal impressions.
Waiting until a project ends to assess team performance is like driving by only looking in the rearview mirror — problems accumulate with no chance to intervene. Performance support is an ongoing process: regular feedback, tracking objective indicators (meeting deadlines, output quality), and addressing any dip as soon as it's noticed, not after it worsens.
Steps for addressing an individual performance dip
Early notice via objective indicators
Deadline adherence, output quality — not just a personal impression.
A private conversation to understand the cause
Could be a personal circumstance, task ambiguity, or a skill gap.
Support specific to the cause
Extra training, clarifying expectations, or temporarily adjusting workload.
Follow-up later
Verify the support actually made a difference, not assuming success automatically.
What matters on the exam
- A scenario with a single member's performance dip expects a private conversation to understand the cause first — not immediate disciplinary action, and not ignoring it.
- A team-wide performance dip usually points to a systemic issue (workload, impediments, unclear goals), not an individual problem.
Continuous feedback prevents surprises
A project manager who only discovers a serious performance dip at the final assessment missed multiple chances for early intervention. Tracking performance indicators regularly throughout the project, not just at rare checkpoints, is what prevents this late surprise.
Quick check
Answer in your head first, then reveal.
What is the first appropriate step when noticing a team member's performance dip?Reveal the answer
A private conversation to understand the cause.
What does a team-wide performance dip usually point to?Reveal the answer
A systemic issue (workload, impediments, unclear goals), not an individual problem.
What should performance tracking rely on, not just personal impression?Reveal the answer
Objective indicators (deadline adherence, output quality).
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Sources
Used to verify the facts. The writing is original to Passuit.