When a team member was not contributing, what initial step did you take?

• A. Privately approached the member to understand why and offer support
• B. Publicly called them out in front of the group
• C. Reassigned their tasks without informing them
• D. Removed them from the project

Answer: (A)

Addressing underperformance begins with a private, supportive conversation to understand what’s happening and offer help. This approach shows respect for the teammate, preserves their dignity, and builds trust, which makes it more likely they’ll open up about real obstacles rather than doubling down on the issue. Often there are practical reasons behind a dip in contribution—unclear expectations, workload that’s too heavy, skill gaps, or personal factors—and a one-on-one talk invites the person to share those details and together you can map a path forward.

By starting privately, you can ask open-ended questions, listen actively, and collaboratively set clear expectations, necessary resources, and a concrete improvement plan with follow-up. This sets a constructive tone and signals you’re partners in getting back on track rather than punishing them.

Choosing a public rebuke, reassigning tasks without informing them, or removing them from the project right away undermines trust, lowers morale, and can obscure the real cause of the issue. These options typically don’t solve the root problem and can create resentment or confusion within the team.

So the best first move is a confidential, supportive check-in to understand causes and offer help, then decide on next steps based on that conversation.