Any effort made on an team member will give results basis the foundation that is trust Giving positive feedback with reinforcement is the key Celebrating their mistakes and rewarding efforts can turnaround

In my experience when a team member is consistently underperfoming it may be due to several reasons both internal and external factors. One way to approach this is to schedule feedback sessions with the staff. Have a deep conversation and understand the root causes of the problem. Once you identify the causes guide your team member to come up with strategies and action goals to navigate the situation. Consistent check- ins on the agreed plans, providing relevant support,training and mentorship will go a long way to turn the situation around.

In my experience, turning around underperformance starts with understanding the root cause. I begin with a one-on-one discussion to uncover any challenges—be it skill gaps, personal issues, or unclear expectations. Next, I set SMART goals (Specific, Measurable, Achievable, Relevant, Time-bound) to provide clarity. I then ensure they have the right support, whether through additional training, mentorship, or tools. I implement a Performance Improvement Plan to outline specific areas of focus and schedule regular check-ins to track progress. Recognising small wins and offering constructive feedback helps build confidence. If there’s no progress, I have a transparent conversation about the next steps.

To turn an underperforming team member around, start with empathy. Have a one-on-one conversation to understand their challenges and listen without judgment. Clearly communicate expectations and align their role with team goals. Identify gaps in skills or motivation, and provide tailored training or mentoring. Set small, achievable goals and celebrate their progress to build confidence. Offer continuous feedback—both positive and constructive—so they know where they stand. Create a supportive environment where they feel valued and encouraged to grow. Finally, lead by example, showing commitment to their success. With patience and guidance, underperformers can often become key contributors.

* Diagnose the Root Cause: Start by understanding the reasons behind the underperformance. It could be due to a lack of clarity in expectations, skill gaps, personal challenges, or misalignment with the role. A one-on-one conversation, framed as supportive rather than punitive, would help uncover these reasons. (Use the 5 Whys method) * Recognize and Reinforce Progress: As they improve, I’d acknowledge their efforts and accomplishments to boost their confidence and morale. * Lastly, Create an Experience Aligned with Their Needs and Motivation: Understanding their personal motivations—whether it's career advancement, learning opportunities, a sense of purpose, or work-life balance—I’d tailor their work experience accordingly.