When a team member is not performing well and affecting productivity, which response is most effective?

Discussing the importance of teamwork and performance expectations is the most effective response when a team member is not performing well. This approach promotes open communication and allows for a constructive dialogue about the challenges the individual may be facing. By addressing the situation directly, you can help the team member understand how their performance impacts the team's overall effectiveness, fostering a sense of accountability and motivation to improve.

Additionally, this response encourages a supportive environment where team members feel comfortable discussing difficulties. It can lead to identifying specific issues that may be hindering performance and can help in formulating strategies to overcome these obstacles. Engaging in this conversation reinforces the shared goals of the team and can result in better collaboration and increased productivity.

In contrast, simply encouraging the individual to work faster might not address the root causes of their performance issues, while ignoring the problem can lead to further declines in productivity. Complaining to a supervisor may also create a negative atmosphere without offering any solutions or support for the underperforming team member.