In my opinion to help team members on their performance issue we should take below steps : 1. Private Conversations: Initiate one-on-one discussions to understand the root causes of underperformance, distinguishing between skill and will issues. 2. Performance Improvement Plan (PIP): For Will Issues: Implement a PIP with clear, specific targets. Provide daily feedback and track progress over a defined period. 3. Skill Development: For Skill Issues: Offer targeted training followed by assessments. Ensure close monitoring of performance post-training to gauge improvement. This structured method not only addresses individual needs but also fosters accountability and growth within the team.

When helping a struggling team member, it's crucial to explain the “why” behind any changes or expectations. This fosters understanding and buy-in. Candid, one-on-one conversations are essential to clarify expectations and identify gaps in skills or capabilities. Ask yourself if this individual should handle a particular task. Importantly, explain why tasks, goals, and KPIs exist. When people grasp the “why,” they’re more likely to embrace the “what.” Did you assign this task to help them learn and grow? If they understand that purpose, their motivation and performance will likely improve.

When a team member's performance is struggling, the key to improvement starts with open and constructive communication. Begin by having a candid, one-on-one conversation to understand the root causes of the issue—whether it's a lack of resources, unclear expectations, or personal challenges. Offer specific, actionable feedback and set achievable goals together. Providing consistent support, mentorship, and opportunities for growth can motivate them to improve. Regular check-ins and encouragement will help track progress and reinforce a culture of accountability and development.

Struggling with a team member’s performance? Here’s how to help them improve: 1. Open a Dialogue: Start by having a private, supportive conversation. Ask open-ended questions to understand the challenges they’re facing. 2. Set Clear Expectations: Reiterate their role and set clear, achievable goals. How can you ensure they understand what’s expected? 3. Offer Support: Identify areas where they need help. Can you provide training or additional resources? 4. Monitor Progress: Implement regular check-ins to review their improvement and give constructive feedback. 5. Encourage Growth: Highlight their strengths to boost confidence and show that you’re invested in their success.

What's in it for them? Carrot and stick apply here, but...both need to be personal and meaningful. Carrot - if it's not already known, help them identify their 'why'. Not in a grandiose life-goal sense, rather a clear picture of what they want in the next 3-5 years. Help them create the vision/plan for how they can go from where they are now to that goal, and reinforce how improving their performance will move them down that path. Stick - it is important that they know the consequence of not improving. Delivered gently but clearly, negative motivation is important and it's not fair to them if you avoid this part of the conversation.