1. Address the Issue Directly and Constructively: Set up a one-on-one meeting to discuss the missed deadlines openly. This allows one to understand any underlying issues or barriers the team members may face. 2. Set Clear Objectives and Provide Regular Feedforward: Ensure that expectations are communicated and understood. Could you set specific, measurable goals and check-in points to monitor progress? I'd like to remind you that giving regular feedback helps keep team members aligned with the project's timelines and reinforces your proactive support in assisting them to improve their punctuality.

From my point of view, when your team member always misses the deadlines, I will consider some steps below with an open mind: 1. What is the issue? New one or recurring issues? -new one -> step 2. -recurring issue: the member should review the last solution -> if can not, or they can not apply -> check the capability of them-> training -> review -> solve the problem -> if they can not -> we should be considered the talent of that employee. 2. What is the challenge why they can not finish? -support for tool, budget, manpower, etc -> solve the problem -> finish project -> lesson & learn for furture. 3. Reward and encourage them in person and in the organization.

To motivate a team member missing deadlines, start with a 1-on-1 conversation to understand their challenges. Set clear, achievable goals and provide the necessary resources or training. For instance, if they're struggling with time management, offer a time management workshop. Implement regular progress check-ins and recognize small achievements to build confidence. Offer incentives like bonuses for meeting deadlines and foster a supportive team environment to encourage accountability and motivation.

I consider the first enabling point to be "actively listening to your team." Below I recommend the following steps that you can write down: 🏊♂️Define the impact of the problem. 🏊♂️Interview interested parties. 🏊♂️Analyze causes. 🏊♂️Check background information. After understanding the challenges, we can move toward effective and collaborative solutions.

Nunca es bueno amenazar con despedir. Solo logra frustración en ambas partes. Pero es importante poder ofrecer un espacio de apoyo, hablando con la persona, viendo si su incumplimiento viene por motivos personales que se desconocen. Es importante no asumir y hablar para entender que está pasando. Una simple charla puede lograr un gran cambio en la motivación de la persona.

If missed deadlines and promises are tolerated then they will continue. Providing feedback is a key leadership conversation in the accountability cycle. Don't wait. Here are some tips. 1. Approach don't attack. Lead the conversation with an intention of care and concern. Having an "Accountability Compliance" approach will not motivate discretionary effort. 2. Seek clarity. Was there a clear commitment? If not, what can be done to ensure commitments are clear in the future. 3. Inquire don't accuse. What got in the team member's way? Make sure of clear the ownership for barriers. If the poor performer is not taking responsibility, then that mindset must be addressed. 4. Express appreciation for effort; set a firm date for an update.

To motivate a team member who misses deadlines, meet with them to understand the issues, set clear and achievable goals, and offer support. Regularly check in to track their progress and provide encouragement. This helps them feel supported and more accountable.