Here's how you can address underperforming team members in a conference organization setting.

When a team member's performance declines, first identify the root cause by observing their behavior and reviewing their responsibilities. Assess if external factors like workload, personal challenges, or unclear direction are impacting their work. Understanding these issues allows you to tailor your approach and address their specific needs for improvement.

Start supervision with a wellbeing check. Really listen to what they have to say. Too often employees say they are fine. Don't just listen to their words but their tone of voice, has their demeanour changed; implement active listening skills. This builds trust and rapport as it shows an employee that you want to support them and are going to take the time to explore the issues with them.

After identifying causes of underperformance, engage in a supportive, empathetic conversation with the team member. Express concern for their well-being and the team's goals. Encourage them to share their perspective and listen actively. This approach builds trust and provides valuable insights to tailor support and improve their performance.

Remember that going through this process can affect people's well-being and confidence. Take time to reflect on the conversations you have had with them. Have you talked through what they bring to the team and highlighted the improvements they have started to make rather than just referring back to ghe improving performance framework/document.

Ensure that you discuss their skill set with them if you need to remove them from their current position. Talk through what they will bring to the new role. This will help increase their self-worth and self esteem. People can become deflated and anxious when they believe they haven't lived up to an organisations expectations. This is not always the case as it may be that the role did not enable them to perform to the best of their ability. Reassurance is key at this stage.