What should a supervisor do if a team member is consistently underperforming?

Conducting a one-on-one meeting to discuss issues is the most effective way for a supervisor to address a team member's consistent underperformance. This approach demonstrates a commitment to understanding the root causes of the performance problems and allows for open communication between the supervisor and the employee. In a one-on-one meeting, the supervisor can provide specific feedback, express concerns, and listen to the employee's perspective, which may reveal underlying issues that affect performance.

This solution is proactive and supportive, creating an opportunity to explore how to improve the situation together. It fosters a positive relationship and can lead to the development of a targeted performance improvement plan. By collaborating, the supervisor can help the employee set realistic goals and provide the necessary resources or support to achieve them.

The other options, while they may seem like potential solutions, lack the focus on communication and support that is essential for effective management. Reassigning a team member without understanding the issues may overlook opportunities for improvement. Ignoring performance issues goes against the responsibility of the supervisor to uphold team standards and support team members. Consulting with HR for disciplinary action is typically a last resort, applied when other avenues of support and improvement have been exhausted. Therefore, addressing performance through direct communication is by far the best initial approach.