I’d begin with a 1*1 discussion, focusing on understanding any challenges while reinforcing their strengths. Next I’d set clear, achievable goals with a structured improvement plan tailored to their role. To support their growth, I’d provide hands-on coaching, peer learning opportunities, and skill-building resources. Lastly, I’d maintain regular check-ins with constructive feedback, celebrating small wins to keep them engaged and motivated.

Arrange a one-on-one meeting in a relaxed setting to discuss their challenges openly, fostering trust. Outline specific, achievable goals with deadlines, ensuring they’re documented for clarity. Pair this with tailored support, such as a relevant online course or a peer coach, to boost their skills. This balanced mix of empathy, structure, and resources can inspire improvement while maintaining morale.

Communicate the goal clearly and ask if they have questions. The goal sets the expectations. Then ask what they've done and what they plan to do and COACH THEM.

A Team Leader should meet regularly all the members.if one of your member is not performing well, Team leader should counsel him/her individually to find out what help is required to improve . Good moral support should be given to that particular person by the team leader and the team members. If your Team have good understanding(no office politics) with each others All can achieve the desired goals.

I start with an open ended conversation to understand what is going on. I make expectations clear with specific examples and explain why their role matters. I check for any challenges and offer support while reinforcing accountability. We outline a plan with concrete steps so they know exactly what needs to improve. I follow up to track progress and keep the conversation open. My goal is to help them get back on track with clarity and support.