When dealing with an underperforming team member, my approach focuses on understanding the root cause through empathetic one-on-one conversations, setting clear expectations, and offering the necessary support, such as training or mentoring. I emphasize their strengths, provide regular feedback, and celebrate small wins to rebuild confidence. A development plan with SMART goals ensures accountability while empowering them with ownership of tasks or decisions. Patience and empathy are key, balancing guidance with trust to help them improve without feeling overwhelmed.

I believe everyone has unique strengths; the key is identifying them. If an employee struggles with a task, they might excel in another area, so realigning their responsibilities can make a difference. When the issue extends beyond tasks to a broader domain, open discussions can uncover challenges and guide them toward opportunities that better align with their interests. If underperformance stems from attitude or alignment issues, it's important to have an honest conversation, understand the root cause, and, if needed, encourage them to explore external opportunities that suit both their growth and the organization’s needs. This is an approach I recently adopted with my team.

In my experience, i reminded the person how he has all the knowledge and past experience will lead him to contribute more to the project. i share with them what i can achieve based on the method that i applied. i open a safe psychological space for them to speak up their mind and share their knowledge. we need to agree that some members don't feel they are good enough to share their opinion. in a way, leader should be able to recognize this type of person and recognize their effort in progressing. It takes a lot of patience to motivate others. Thus, it needs to be a repetitive session and dealing it empathy.

To motivate an underperforming team member while staying empathetic, start by understanding the root cause of their challenges through open, non-judgmental conversations. Clearly communicate expectations, provide actionable feedback, and offer the necessary resources or training to help them succeed. Collaborate on a development plan with achievable goals, regularly checking in to track progress and provide support. Celebrate improvements to rebuild confidence, but ensure accountability by setting clear consequences for sustained underperformance.