The SMART goal approach can help deal with this , once we have do our projects with SMART in mind that is specific , measurable , achievable , realistic and targeted timeline , it’s highly possible to achieve deadlines. So a manager must evaluate these things while assigning projects , so all the stakeholders are on same page that how to measure success of project and if the deadlines are realistic and achievable. Projects can be done via KK methodology and a periodic project review based on 7 step process can help in giving constructive and to the point feedback . And scientific approach is most often self evaluating as well , so to help employees understand gaps.

-Be Clear: Give specific examples of missed deadlines and how they affect the team. -Problem-Solve Together: Ask about challenges and find solutions together. -Set Clear Goals: Agree on new deadlines and check-in points. -Offer Support: Provide any help or training needed. -Follow Up: Check progress and keep supporting. This keeps feedback helpful and focused on improvement.

This happens quite often. If your employees keep missing project deadlines, the problem might not be employees only, it can be vice versa that the project plan is too idealistic to achieve. How about revisiting the project plan and taking feedback from employees if the milestones are unrealistically set or they need adjustment due to unforeseen circumstances. Putting unnecessary pressure on employees would only lead them to burnout. However, if the project plan is realistic and it's the employees who are underperforming, the manager needs to have a one-on-one talk to understand what is causing the trouble. Sometimes there are people in the team who take all the pressure for delivery and then there are others who only go along redundantly.

Connect with the employee understand the core reason from the employee on the repeat miss, behaviour. Will Issue - Counsel, Help them understand the importance of meeting goals. Knowledge Gaps - Assign a mentor, connect on a weekly basis to track progress and support them in their journey. Personal Factors - Provide support, understand what we can do to support as leaders. Leaders role here is to own up their role and do justice to the leadership responsibility being assigned to them for their direct report by the organisation.