When addressing an underperforming team member, the Shift Leader should primarily?

Addressing an underperforming team member requires a constructive approach that focuses on understanding and improving performance. By identifying the underlying causes of the performance issues and providing targeted feedback, a Shift Leader can create an environment that fosters growth and development. This approach allows the team member to understand specific areas where they may be struggling and provides the opportunity to receive guidance on how to improve.

Engaging in a dialogue helps build trust and encourages open communication, making it more likely that the team member will respond positively to feedback. Additionally, identifying the causes can reveal other factors that may not be immediately obvious, such as personal challenges or misunderstandings about expected performance standards.

In contrast, ignoring the issue would allow the underperformance to continue unaddressed, potentially affecting team morale and productivity. Asking the team member to leave would not facilitate an opportunity for improvement and could lead to a loss of valuable talent. Simply increasing their workload without support or feedback may overwhelm them further and does not address the root causes of the problem. Therefore, focusing on identifying causes and providing feedback is the most effective way to help an underperforming team member succeed.