Final answer:
Chris should have a candid discussion with Daniela concerning her lack of contribution, emphasizing teamwork, setting clear expectations, and planning for improvement with a timeline and defined goals. If there's no progress, formal performance management may follow.
Step-by-step explanation:
Chris, as a manager, is encountering a common workplace issue with an employee, Daniela, who is not contributing equally, impacting the team's dynamics and productivity. Considering Daniela's background in Business Administration - Leadership and Management, Chris should address this situation by taking a direct but supportive approach.
First, Chris should have a private, candid conversation with Daniela to understand any underlying issues and convey the impact of her actions on the team. It's important to express the need for contributing to the team's success and the importance of each member working hard and supporting one another.
Setting clear expectations and jointly formulating a plan for improvement can be beneficial. This should include specific goals, a timeline, and the potential for advancement if performance improves. Chris might also discuss the importance of taking risks and stepping out of one's comfort zone to achieve professional growth. If there is no improvement following this supportive guidance, Chris may then need to consider formal performance management processes.