As a manager, one of the challenges I face is helping team members who struggle with time management and meeting deadlines. It’s a delicate balance! While productivity and timely project delivery are critical, I also recognize that each employee has unique working styles and challenges. Over the years, I’ve developed a few strategies that help both the employee and the team succeed.
1. Identify the Root Cause
The first step is understanding why an employee is struggling. Are they overburdened with tasks? Do they lack clarity on priorities? Or do they need skill development in organizing and planning their work? By having an open, non-judgmental conversation, I can pinpoint the real issue rather than just treating the symptom.
2. Set Clear Expectations
Ambiguity is a major contributor to missed deadlines. I make sure every employee knows what’s expected of them: the task, the deadline, and the level of quality required. Breaking large projects into smaller, manageable milestones can make the workload less overwhelming and easier to track.
3. Provide Tools and Training
Time management tools, like task trackers or project management software, can make a big difference. I also encourage employees to attend workshops or use resources on productivity and planning. Sometimes, simply introducing a structured system can transform how someone manages their day.
4. Regular Check-Ins
Weekly or biweekly one-on-one meetings allow me to monitor progress without micromanaging. These check-ins are a space to discuss obstacles, adjust priorities, and provide support. They also give employees a sense of accountability while feeling supported.
5. Encourage Accountability and Positive Reinforcement
When employees meet deadlines and manage their time effectively, I make it a point to recognize and celebrate that success. Positive reinforcement motivates not only the individual but also sets a standard for the rest of the team.
6. Be Patient but Firm
Improving time management is a skill, not an inherent trait. I give employees room to grow while making it clear that repeated missed deadlines impact the team and cannot continue indefinitely. Constructive feedback, paired with support, often leads to lasting improvement.
7. Recognizing When it’s Not Right
If you have done everything you can to help assist your employee and things still are not going well, it may be time to consider if it’s a good fit. Sometimes, as much as we want it to work out, some employees are simply not right for the job and it is nobody’s fault. Take into consideration if the employee would be a better fit in another role or if maybe a different path entirely would be better. It would be a disservice to that employee if they remained in a position that they are not thriving in; it is more productive for everyone if you are able to address the situation and make appropriate changes before any bad feelings develop.
Handling time management challenges requires empathy, structure, and consistent communication. By understanding the root cause, setting clear expectations, providing the right tools, and offering guidance, managers can help employees improve their productivity while fostering a positive work environment. In my experience, employees not only meet deadlines more consistently but also develop stronger planning and prioritization skills that benefit the entire team.
This is the answer to a question asked in our Work Week Hustle to our CEO Darcy Swift. If you have a question you want answered, please CONTACT US HERE. We will feature one frequently asked question a month.
As a manager, one of the challenges I face is helping team members who struggle with time management and meeting deadlines. It’s a delicate balance! While productivity and timely project delivery are critical, I also recognize that each employee has unique working styles and challenges. Over the years, I’ve developed a few strategies that help both the employee and the team succeed.
1. Identify the Root Cause
The first step is understanding why an employee is struggling. Are they overburdened with tasks? Do they lack clarity on priorities? Or do they need skill development in organizing and planning their work? By having an open, non-judgmental conversation, I can pinpoint the real issue rather than just treating the symptom.
2. Set Clear Expectations
Ambiguity is a major contributor to missed deadlines. I make sure every employee knows what’s expected of them: the task, the deadline, and the level of quality required. Breaking large projects into smaller, manageable milestones can make the workload less overwhelming and easier to track.
3. Provide Tools and Training
Time management tools, like task trackers or project management software, can make a big difference. I also encourage employees to attend workshops or use resources on productivity and planning. Sometimes, simply introducing a structured system can transform how someone manages their day.
4. Regular Check-Ins
Weekly or biweekly one-on-one meetings allow me to monitor progress without micromanaging. These check-ins are a space to discuss obstacles, adjust priorities, and provide support. They also give employees a sense of accountability while feeling supported.
5. Encourage Accountability and Positive Reinforcement
When employees meet deadlines and manage their time effectively, I make it a point to recognize and celebrate that success. Positive reinforcement motivates not only the individual but also sets a standard for the rest of the team.
6. Be Patient but Firm
Improving time management is a skill, not an inherent trait. I give employees room to grow while making it clear that repeated missed deadlines impact the team and cannot continue indefinitely. Constructive feedback, paired with support, often leads to lasting improvement.
7. Recognizing When it’s Not Right
If you have done everything you can to help assist your employee and things still are not going well, it may be time to consider if it’s a good fit. Sometimes, as much as we want it to work out, some employees are simply not right for the job and it is nobody’s fault. Take into consideration if the employee would be a better fit in another role or if maybe a different path entirely would be better. It would be a disservice to that employee if they remained in a position that they are not thriving in; it is more productive for everyone if you are able to address the situation and make appropriate changes before any bad feelings develop.
Handling time management challenges requires empathy, structure, and consistent communication. By understanding the root cause, setting clear expectations, providing the right tools, and offering guidance, managers can help employees improve their productivity while fostering a positive work environment. In my experience, employees not only meet deadlines more consistently but also develop stronger planning and prioritization skills that benefit the entire team.
This is the answer to a question asked in our Work Week Hustle to our CEO Darcy Swift. If you have a question you want answered, please CONTACT US HERE. We will feature one frequently asked question a month.