As a CEO or MD, you’re working hard to satisfy your customers and grow your business, tackling issues, and are constantly busy.
Sometimes, though, you catch yourself wondering: is my team actually performing as well as it could be?
Maybe there aren’t any glaring problems or huge red flags, but there are small frustrations.
You find yourself thinking things like, “Why am I chasing them up on tasks that should already be done?” or “Why didn’t anyone notice that problem before it reached my desk?”
Projects are getting done, but they’re often completed just on the line. Your team seems busy enough, but you’re not always sure they’re busy with the right things. And those minor issues? They seem to keep popping up, wasting time and costing money, and you’re left wondering if the team is really learning from them.
Underperformance can be subtle, and many leaders find themselves putting up with things that go wrong or just don’t get pushed forward by the team—picking up the slack themselves. This means they’re constantly handling issues, stretched thin and firefighting instead of having time and head space to grow the business.
What they really want is a team that can keep the business running smoothly day-to-day. They want satisfied customers, issues that get resolved before they escalate, and a level of performance where mistakes are rare. With the team operating at its best, they can focus on strategy and growth, not scrambling to keep things on track.
This article will walk you through five common signs of underperformance that are easy to miss or costly to ignore and how to address them.
Missed Deadlines and Inconsistent Results
One of the most obvious and telling signs of underperformance is a pattern of missed deadlines or inconsistent quality of work. Maybe projects aren’t always late, but they squeak in on the deadline and aren’t to the standard you want.
While occasional delays are normal, consistently running to the drop dead date with outputs that are mediocre suggests underlying issues—whether it’s poor time management, low engagement, or unclear priorities.
Lack of Initiative and Proactivity
In high-performing teams, people don’t need constant direction—they see what needs to be done, take responsibility, and push projects forward without waiting to be asked. But if your team isn’t coming up with ideas, finding solutions, or spotting problems early, it’s affecting productivity in your business and ultimately leaves too much on the plate of too few people, making it difficult to sustain as you scale. When team members lack initiative, it’s a clear sign that the culture needs attention to encourage ownership and proactive thinking.
Low Energy Levels and Engagement in Your Team
In high-performing teams, there’s a sense of energy and enthusiasm. People are motivated, engage actively in discussions, and bring solutions to the table. But if your team seems to be just going through the motions—showing up, doing what’s required, but rarely suggesting ways to tackle challenges—the lack of energy is a sign of low engagement.
A tell-tale indicator is when team discussions focus more on the reasons things won’t work, rather than brainstorming ways they can. Instead of proposing solutions, conversations centre on obstacles.
It’s easy to mistake busyness for engagement. When everyone appears occupied and tasks are getting done, it can seem like your team is fully engaged. But true engagement means bringing energy and a sense of ownership to the work—not just doing the job, but getting it done well, in a way that builds the companies reputation. Without this deeper engagement you’ll always find yourself as the back stop and stepping in to make sure things get done right.
Communication Breakdowns and Misalignment
In high-performing teams, communication is clear and open. People share information, keep each other updated, and work in sync. But when communication slips, it often shows up in subtle ways: key details are missed, important actions fall through the cracks, and projects lose momentum. You might hear things like, “I didn’t know that was my job.”
Yet, because the CEO or MD often steps in to pick up the slack, these patterns of misalignment can go unnoticed. Over time, the team becomes dependent on leadership to stay coordinated, which limits their ability to operate independently.
Recurring Mistakes and Missed Opportunities
In high-performing teams, mistakes become learning opportunities, and processes improve over time. When teams are truly performing, they take note of what didn’t go as planned and adjust to prevent it from happening again. But if you notice the same small oversights repeating, or if opportunities for improvement are regularly missed, it suggests that the team is focused on simply getting things done rather than looking for ways to improve.
You might see minor details overlooked, small inefficiencies continuing unchecked, or chances for improvement that aren’t explored. It’s not necessarily about a lack of awareness—often, it’s that the team has a tendency to be more reactive than proactive. Over time, this pattern will lead to higher costs and missed opportunities to improve service and customer satisfaction, and a heavier workload for you, as you’re constantly stepping in to pick up the pieces.
Next Steps: Taking a Closer Look at Your Team
If you’re noticing signs that your team may not be performing at the level you need, it’s time to take a closer look. A powerful starting point is to ask yourself this:
“If I stepped back tomorrow, would my team continue to deliver at the level my business needs—or would things start to slip?”
This question gets to the core of your team’s ability to operate independently, take responsibility, and consistently deliver results.
Reflecting honestly on this will start to reveal whether your team is truly equipped to drive the business forward—or if you’re stepping in more than you should to keep things on track.
If your answer raises concerns, it’s worth conducting a structured assessment to identify specific areas that need attention so that you can close any gaps. With the right adjustments, you’ll create a self-sufficient, accountable team—one that consistently meets deadlines, proactively solves problems, and delivers quality results. This creates a more sustainable business foundation, making growth easier and ensuring that you can focus on strategic decisions rather than daily problem-solving.
An Opportunity For You
If you’re looking for a quick, efficient way to build an autonomous team that consistently delivers, I’m currently offering a limited number of free team audits.
In this 30-minute session, we’ll assess where your team’s performance is falling short and pinpoint the key areas—whether it’s accountability, communication, or proactive problem-solving—that need attention. You’ll walk away with a clear, actionable plan to get your team delivering reliable results without needing your oversight.
Because of the high value of these audits, I can only offer them if you meet two criteria:
- You’re a CEO, MD, Founder or HRD of a growing business
- You’re serious about taking action on the points we cover
If this sounds like you then DM me to book a call, or book one here: https://calendly.com/leannebridges/team-audit