When facing performance issues, I begin with data. I review key metrics, deadlines, and deliverables—separating facts from assumptions. Then I look at the context: Has the team received clear instructions, enough resources, or faced external stressors? I follow this with one-on-one check-ins to hear individual perspectives without blame. Anonymous pulse surveys also help gauge morale and uncover unseen barriers. I compare expectations with outcomes, not personalities, and identify patterns over isolated incidents. The goal is clarity, not criticism—so the team feels guided, not judged.

Objective assessment starts with clarity—are expectations and goals well-defined? I use performance data, project outcomes, and peer feedback to spot trends, not just one-off issues. Regular one-to-ones create space for honest conversations. I also look at external factors—tools, workflows, even morale. It’s rarely just about skill; often it’s a mix of clarity, support and motivation. Once we pinpoint the root, we focus on growth, not blame.

To objectively assess your team's performance issues, start by collecting data on key metrics, such as productivity, quality of work, and meeting deadlines. Observe team dynamics and individual contributions, noting any patterns or gaps. Have one-on-one conversations with team members to understand challenges they’re facing and gather their perspectives. Review the clarity of expectations, training, and resources provided. Additionally, assess the team’s communication and collaboration, as these often impact performance. By gathering both quantitative and qualitative insights, you can identify the root causes and develop a targeted improvement plan.

Start with data, not assumptions—review key performance metrics and feedback. Have open conversations to understand challenges, and identify patterns or skill gaps. Use a fair assessment framework and collaborate on solutions to drive improvement without demotivating the team. Provide a timeline for them to focus on learning to overcome any skill gaps and set clear and achievable goals. Provide regular and timely feedback with focus on areas of improvement.

I would start by talking to the team, using data to compare objectives with actual results. My approach would be to offer openness, support, and a space to listen — focusing on the problem, not the person. I would encourage the team to be transparent and proactive, sharing both good and bad news early so we can address issues before they become critical.

Start by reviewing data - missed deadlines, KPIs, and feedback. Look for patterns: is it individual or team-wide? Talk to team members one-on-one to understand challenges. Assess if expectations, resources, or roles are clear. Check for external factors - workload, tools, or morale. Stay neutral and focus on facts, not assumptions. Use what you learn to identify root causes and create an action plan.