underperformance is a people problem (usually management), and you're looking in the wrong place by focusing on metrics here. you've also said very little about

underperformance is a people problem (usually management), and you're looking in the wrong place by focusing on metrics here. you've also said very little about the motivations, of your teammates and your own, which is where misalignments often manifest, especially under external pressure which is all too often misconstrued. make sure you foster intrinsic motivation, as people want to feel capable and good at their job. consult with your team on what you're all trying to broadly accomplish together, and make sure you've established that common ground first. focus on trusting and believing in your team more, not less, as communication correlates with trust (e.g., problems manifesting late in the cycle). go for small wins first to get a cadence and trust established. poor team dynamics are almost always about (perceived) unfairness, both internal and external. remove as much unfairness as possible. where you can't, commiserate, don't justify.