Which approach is least effective for handling a team member's lack of performance?

Firing a team member immediately is least effective for handling a lack of performance because it does not address the underlying issues that may be contributing to their performance problems. This approach can lead to a loss of talent and can disrupt team dynamics, as well as negatively impact morale among the remaining team members.

In contrast, offering constructive feedback helps the team member understand specific areas for improvement, which encourages their development. Providing mentorship and support fosters a supportive environment where the individual can learn and grow. Setting performance goals gives the team member clear expectations and a measurable way to track their progress. All of these approaches focus on collaboration and development, which can lead to more sustainable improvements in performance.