Hold team members accountable by setting clear expectations, providing regular feedback, and implementing consequence-based follow-ups.

The event come first, ego comes last. Remember that accountability is not about blame but fixing the gap. Ditch vague feedback and get specific: "X task wasn't completed, which affected Y. How do we get this back on track?" This shifts the focus to solutions, not excuses. It is very important to remember to praise publicly and correct privately, by holding them accountable in a 1:1, but reinforcing team wins openly to keep morale high. Tools like Asana or Airtable make it clear who owns what, so there's no wiggle room. If someone's not pulling their weight, redistribute responsibilities before it snowballs.

According to me One can, 1. Schedule a private meeting to discuss the issue. 2. Specifically state the expectation and how it wasn't met. 3. Listen to their perspective and gather information. 4. Reiterate expectations and consequences of not meeting them. 5. Collaborate on a solution to prevent future issues. 6. Document the discussion and follow-up plan.

Responsabilizar sem gerar tensão exige equilíbrio entre comunicação clara e suporte. Algumas estratégias que já vi funcionar bem: * Check-ins individuais: entender desafios antes que se tornem problemas maiores. * Divisão de tarefas visível: usar ferramentas como Trello ou Planner para que todos saibam quem faz o quê. * Reforço positivo: reconhecer quem está contribuindo pode incentivar os outros.

When a team member isn’t delivering, ignoring it only makes things worse. Start with a direct but constructive conversation. Understand what’s going wrong and if they need support. Set clear expectations, offer guidance, and outline consequences if things don’t improve. Accountability isn’t about blaming; it’s about ensuring the whole team succeeds. At the end of the day, events run on teamwork, and everyone needs to pull their weight to make it happen.

When a team member isn’t meeting their event responsibilities, the best way to handle it is with a calm, honest conversation. Pull them aside, away from the stress of the event, and ask if everything’s okay. Sometimes, there’s a reason, they might be overwhelmed, confused about their role, or just need some guidance. Once you’ve listened, gently explain how their part affects the whole event and the team. Then, break down their tasks clearly and set short deadlines to help them stay focused. Offer help if needed, but also make it clear that everyone needs to pull their weight. It’s not about scolding, it’s about solving the problem together and making sure the event runs smoothly for everyone.

Accountability thrives in environments where responsibility is a shared journey, not a top-down mandate— My approach: 1. Pre-Emptive Role Alignment - Co-create “responsibility maps” during onboarding, blending Adlerian psychology (“purpose-driven tasks”) with agile workflows. 2. “Failure as Feedback” Frameworks - Replace blame with curiosity: “Help me understand what’s blocking your progress?” This surfaces hidden issues (e.g., skill gaps, personal struggles) while maintaining trust. 3. Gamified Accountability - Introduce peer-driven “collaboration KPIs” 4. Post-Event “Reverse Retrospectives” - Have the team assess my leadership in supporting their roles—modeling vulnerability as a catalyst for collective growth.

I have a saying "if you don't like your job and you don't deliver - drop it". And in 9/10 cases this will be true to this type of situation. However, in 1/10 there will be shame hiding behind lack of ability to say they are strugling. So I always ask "how can I help?" to preempt these situations from happening.

Esse tipo de situação é delicada, mas comum em equipes de produção de eventos — onde o ritmo é acelerado e cada peça do time precisa funcionar bem para o evento dar certo. Antes de qualquer reação, é importante entender o que está acontecendo. Pergunte-se: O problema é de competência, comunicação ou motivação? A pessoa tem clareza das suas responsabilidades? Há fatores externos impactando o desempenho dela? Se for possível, busque feedback de outros membros da equipe para ter uma visão mais completa.

When a team member isn’t meeting event responsibilities, the first step is to understand the root cause. I would approach the situation with empathy, asking open-ended questions to identify any challenges they’re facing. It’s important to maintain a balance of support and accountability. Once the issue is clear, I’d clarify expectations and establish specific, measurable goals moving forward. Regular check-ins and transparent communication are key to ensuring progress. If the behavior doesn’t improve, I’d explore other options, such as reassignment or additional training, always ensuring the team’s success and maintaining a positive atmosphere.