If one member is performing badly, the leader's responsibility is to:

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Multiple Choice

If one member is performing badly, the leader's responsibility is to:

When a team member is not performing well, the leader’s job is to support and guide them toward improvement by motivating them and boosting their confidence while uncovering and addressing the reasons behind the underperformance. This involves having an open, constructive conversation to clarify expectations, identify skill gaps or obstacles, and create a concrete improvement plan with clear, achievable goals and a timeline. Providing coaching, access to training or resources, and regular check-ins helps the person rebuild self-belief and stay engaged, which in turn raises overall team performance. Punishing, ignoring, or replacing someone immediately doesn’t fix the underlying issues and can harm morale and continuity. Punishment erodes trust and motivation, ignoring the problem allows it to worsen, and replacement can be disruptive and unfair without giving the individual a fair chance to improve.

When a team member is not performing well, the leader’s job is to support and guide them toward improvement by motivating them and boosting their confidence while uncovering and addressing the reasons behind the underperformance. This involves having an open, constructive conversation to clarify expectations, identify skill gaps or obstacles, and create a concrete improvement plan with clear, achievable goals and a timeline. Providing coaching, access to training or resources, and regular check-ins helps the person rebuild self-belief and stay engaged, which in turn raises overall team performance.

Punishing, ignoring, or replacing someone immediately doesn’t fix the underlying issues and can harm morale and continuity. Punishment erodes trust and motivation, ignoring the problem allows it to worsen, and replacement can be disruptive and unfair without giving the individual a fair chance to improve.

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