Every team wants to do a good job—but sometimes, even with the best intentions, things get in the way. Whether it’s missed deadlines, falling standards, or work getting stuck, it’s a manager’s role to step in, understand what’s going wrong, and help get things back on track.
Spotting the Problem Early
The sooner a problem is spotted, the easier it is to fix. A good manager keeps an eye on both performance and morale, noticing when things start to slip. This might be a dip in productivity, repeated mistakes, or growing frustration in the team.
Example: If a manager sees that customer response times are getting slower, it could be a sign that the team is overstretched, unclear about priorities, or facing tech issues. Rather than waiting for complaints, the manager steps in early to find out why it’s happening.
Find the Root Cause, Not Just the Symptom
It’s tempting to jump straight to solutions, but lasting improvement comes from understanding the cause of the issue—not just the result.
Example: If reports are being handed in late, the issue might not be laziness. It could be unclear instructions, too much on someone’s plate, or poor time management. A helpful manager asks the right questions and listens without blame.
Team feedback is vital here. Often, the people doing the work have a clear sense of what’s blocking progress—but they might not speak up unless asked directly in a safe, supportive way.
Take Practical, Supportive Action
Once the problem is understood, the manager can put a plan in place. This might involve adjusting workloads, offering extra training, improving communication, or simplifying a process.
Example: If the team is struggling to meet a new quality standard, the manager might run a short refresher session, create a checklist, and pair less experienced team members with mentors.
It’s not about fixing everything alone—it’s about creating the conditions where the team can succeed.
Keep Things Positive and Focused
How a manager handles problems matters. Staying calm, clear, and constructive helps the team feel supported rather than criticised. If something needs to improve, it should be explained in a way that encourages learning and growth.
Example: A manager might say, “We’ve had a few mix-ups in our orders recently. Let’s walk through the process together and see where we can make it easier or more reliable.”
Follow Up and Adjust
Finally, it’s important to check that the solution is working. If it isn’t, it’s okay to tweak things and try a new approach. Solving problems is rarely a one-step fix—it’s a process that takes attention and care.
In short, the best managers deal with performance and quality issues by listening, understanding, supporting, and acting. They don’t just chase targets—they remove the barriers that stop the team from reaching them. That’s how real progress is made.
This post assists completion of the following criteria:
302 ML15 1.6 Explain how to address issues that hamper the achievement of targets and quality standards