To uplift an underperforming team member without affecting team spirit, I would implement a "buddy system" where they partner with a high-performing colleague for support and knowledge sharing. Additionally, I'd introduce short, focused workshops tailored to their skill gaps, allowing the entire team to learn together and fostering a sense of camaraderie. This creates a collaborative atmosphere that encourages improvement while maintaining a strong team dynamic.

Workplace expectations are often one-sided. Organisations set goals for employees. But how often do we create goals that include personal growth alongside professional success? Employees should have the chance to define a mix of goals that matter to them, not just those given by the company. Regular check in about what’s working and what's not are important. Most employees will show progress when they feel supported. But what about those who are simply in the wrong job? In such cases, forcing performance won’t help. Our role as leaders is to guide, realign, and, when needed, help people move on to something better.

Should schedule a one-on-one meeting to discuss performance issues privately, ensuring a safe and non-judgmental environment, and encourage the team member to share their perspective on the challenges they are facing. Understanding their viewpoint is crucial. Determine whether the underperformance is due to skill gaps, personal issues, unclear expectations, or lack of motivation. Ensure that the team member understands their role, responsibilities, and performance standards.

Here are two ways we can help the team member improve without compromising team morale: 1) Ensure the feedback or any performance improvement plan does not create competition or resentment within the team. 2) Focus on team oriented goals and promote an environment where mutual support is prioritized over individual performance.

To encourage an underperforming team member without jeopardising team morale, give constructive comments in a confidential and friendly setting. Determine their strengths and areas for growth, then make specific, attainable goals. Provide mentoring, further training, and resources to help them achieve. Encourage open conversation while carefully listening to their issues. Recognise and applaud modest accomplishments to increase their confidence. Maintain a pleasant team climate by encouraging cooperation and inclusion. This method promotes individual development while maintaining team spirit.