TANZANIA INSTITUTE OF ACCOUNTANCY (TIA)

DAR ES SALAAM COMPUS

NAME : NJAVIKE G JOSEPH

REGISTRATION NO : DSM / BAC /21/88277

TASK : INDIVIDUAL ASSIGNMENT

SUBJECT : PRINCIPLE OF MANAGEMENT

LECTUTRE : MR. MCHETE

CODE : GSU 08102

CLASS : BAC III

If a team member’s work is not up to expectations, as a team leader, there are several steps I
would take:

1. Review the situation: I would begin by reviewing the situation and evaluating the
specific areas where the team member’s work fell short. This would involve
objectively assessing their performance and identifying any gaps or areas of
improvement.

2. Communicate and provide feedback: I would have aone-on-one conversation with the
team member to discuss their performance. I would provide them with specific
feedback about what they did well and where their work did not meet expectations. It
is important to approach this conversation with empathy and a focus on growth rather
than criticism.

3. Understand the reasons: I would ask the team member about the challenges they faced
or any obstacles that affected their performance. This step helps to uncover any
underlying issues that may have contributed to their inability to meet expectations. It
is essential to listen actively and provide support if necessary.

4. Identify solutions: Together with the team member, I would brainstorm potential
solutions or strategies to address the gaps in their work. This could involve providing
additional resources, training, or support, or revising the task allocation to better align
with their skills and strengths. It is crucial to involve the team member in finding a
solution and empowering them to take ownership of their performance.

5. Set clear expectations: After identifying the necessary solutions, I would set clear
expectations for improvement and communicate them to the team member. This
includes setting realistic and measurable goals, establishing a timeline for
improvement, and providing necessary guidance or support.

6. Provide ongoing support and monitoring: As the team leader, it is important to offer
ongoing support to the team member. This could include regular check-ins, offering
guidance or resources, providing constructive feedback on their progress, and
acknowledging their efforts. Regular monitoring ensures that progress is being made
towards meeting expectations.
 7. Address performance issues if necessary: If despite providing support and resources,
the team member continues to fall short of expectations, it may be necessary to
address the performance issues more formally. This could involve discussing the
concerns with higher-level management, HR, or implementing a performance
improvement plan. In extreme cases, reassignment to a different role or providing
additional training may be considered.

Overall, the approach to addressing a team member’s work not meeting expectations should
be a combination of empathy, clear communication, active listening, and providing support to
help them improve and grow.