The team outcome is inferior. This could be the case with or without clear expectations. The performance is suggested to be the common outcome from the team effort. In that perspective, collaboration could be investigated. The fairness could relate to the way resources are encouraged to work for the team in a healthy environment of cooperative individuals. A few aggressive star performers can reduce the total outcome (see Jim Tamm's reflections on the Purdue study on chicken behaviors). Similar to the game theory "Prisoners dilemma" illustrating how the choice of cooperating or competing makes or breaks the common outcome. Leaders could look at the environment created by the expectation and metrics - fostering collaboration or competition.

What is a Team? A Team is a cocktail of collaborative thoughts, challenges & objectives. A performance parameter impact for someone shall be performance outlier for someone else in the team. A healthy peer pressure & Fear of Missing Out by individual employees in reference to someone will always help to improve the team's overall performance matrix. Yes, there are many ways and means to make a SOP of improving Performance Matrix however the emotion of collaboration driving performance improvement is long lasting and sustainable.

En cualquier area, evaluar, feedback, objetivos claros concretos, te permiten tener el panorama mas claro de tus avances dentro de la organizacion. Permites conocer las areas de oportunidad en donde es mas facil poner la mayor atencion, sin descuidar otras areas. Es necesario estar con contacto con los equipos y proyectar confianza y que ellos se expresen con total libertad. Ser consciente que cada dia es un reto importante, mejorar en cada areas es importante, te permite avanzar como persona, lider, equipo y organizacion.

To ensure fairness in addressing performance challenges, I focus on clear expectations, data-driven evaluations, and open communication. Setting SMART goals and using structured review processes like self-assessments, peer feedback, and manager evaluations ensures transparency. I analyze performance trends objectively, provide constructive feedback, and offer training or improvement plans where needed. Recognizing efforts, fostering a supportive learning environment, and ensuring unbiased decision-making help maintain motivation. By promoting accountability and continuous growth, I create a balanced approach that drives performance while maintaining employee trust and engagement.

Here’s how one may approach the situation: - Transparent Communication: Ensure open and honest communication and bi-directional feedback flow with the team. - Individualized Approach: Situations should be assessed individually, considering workload, personal circumstances and past contributions. - Setting Clear Expectations: Make sure every team member understands what is expected of them, both in terms of deliverables and behaviors. - Accountability and Metrics: To remain unbiased, use clear, measurable goals and performance metrics. - Recognition : Recognize achievements and success. - Leading with Empathy: If team members are struggling, balance it with empathy. Ultimately, fairness stems from balancing objectivity with humanity.