Inscrivez-vous ou connectez-vous pour rejoindre votre communauté professionnelle.
Include yourself in the distribution of extra (meaning more that what is mandated) work loads.
Identify their real potentials and ignite the same to be used as their strengths which will lead to better performance and high job satisfaction. Once the work is enjoyed then the work load will have minimum impact.
I see that it depeds on the root cause of the extra workload. Extra workloads are mainly due to poor time management, underperforming, poor planning, or unanticipated risks.
Conceptually, I will discuss the case with the team members and redistribute the extra work load based on the required skills, then the root cause, then evenly between the team members. Non participants of the cause must be rewarded.
1- Common understanding of objectives
2- Fairness
3- Performance culture
4- Clear rewarding system
Divide the work in to micro jobs and be with the Team or do a constantly follow up .
If it is "daily conflicts" then the problem lays in the team leader. He should be changed. He can not manage a team
i have to know the reasons delay
