When a team member is struggling, approach the situation with empathy. Start an open conversation to listen to their challenges, and frame your feedback as a partnership that highlights their strengths. Encourage them to share their thoughts and create a plan for improvement together. This nurturing approach not only empowers the individual but strengthens the entire team, reminding us that we rise higher together.

I would always schedule a one-on-one meeting to discuss with team member's performance in a constructive manner. Begin by acknowledging their strengths & contributions to the team, then gently address the specific areas of concern, such as project delays and even their own soft skills development. It is good to Frame these discussions as opportunities for growth & collaboratively set achievable goals for improving their technical knowledge & soft skills like communication or presentation skills. Offer support through technical training resources, personal mentorship, or additional responsibilities that align with their interests. This approach encourages a positive mindset & demonstrates your investment in their professional development.

When a team member is underperforming, have a casual chat to check in. Sometimes it's about things outside of work that impact their performance. Instead of focusing only on what’s wrong, discuss how you can support their growth and improvement. Set clear goals, offer help, and stay positive. A little understanding and guidance can go a long way in helping them get back on track!

In my forty five years of my work life I have come across many mentee who at one or other occasions underperformed. The best way I found to bring their motivation back was to get into their thought process with empathy , to start making them believe in themselves . I firmly believe that the underperformance of a team member is more often the failure of the leader who doesn't invest sufficient time and resources in cultivating youngsters. I say the more you believe in the abilities of your team members the better they perform. It has happened to me time and again. My mantra is to trust them, be there, listen to them (both what they say and don't say), guide , mentor, do not find fault with them,. This is a recipe of - U and Team wins

Addressing a consistently underperforming team member requires a balance of empathy and accountability. Start by having a private, open conversation to understand the root cause of their struggles, ensuring they feel heard and supported. Provide specific, constructive feedback on their performance, focusing on areas for improvement rather than personal shortcomings. Collaborate on setting clear, achievable goals and offer resources or guidance to help them succeed. Regularly check in to track their progress, reinforcing positive behavior and addressing challenges promptly.