Final answer:
The least effective approach as a project manager for handling a team member's poor performance is to ignore the issue. A proactive stance should be taken, with options like direct communication, additional training, role realignment, or as a last resort, termination. It's important to maintain a positive and resourceful work environment.
Step-by-step explanation:
In the scenario where a team member is not performing well, as a project manager, the least likely approach to handle the situation would be to ignore the issue and hope it resolves itself. This passive approach can be detrimental to the team's morale and productivity, as well as the overall success of the project. Instead, it's crucial to take proactive steps to address the situation.
Having a one-on-one conversation with the team member can provide insights into any underlying issues and open the door for support. Offering additional training and support can help equip the team member with the necessary skills to improve. If the situation does not improve, considering a different project or role for the team member might be productive. As a last resort, after all other options have been exhausted, terminating the team member's employment might be necessary. However, it is essential to ensure that any performance-related decisions are made following an appropriate review process and in line with the organization's policies.
Remember to stay positive, be willing to go above and beyond, respond professionally to feedback, and be a resourceful and active participant in your team. Encourage the team member to do the same by contributing to their areas of expertise and suggesting solutions in a respectful manner.