One of the less helpful aspects of research and theory on job satisfaction and team building, is that it often assumes that every employee is ready to be part of a star team.  This is true in the vast majority of cases, but…not always!

• Sometimes you are going to have a non-starter on the team.  This will require you to deal with the issues from the perspective of managing poor performance.  However, a small note of caution before you roll up your sleeves.
• Are the elements of an effective team in place (as described above)
• Has the individual had an
  opportunity to share what they want out of their work role?  (i.e. motivators)
• How well have you resourced, trained and supported the individual?
• Are there temporary circumstances or hardships that you need to take into account?

Managing poor performance, particularly if it is of long-standing, is time intensive.  However, done well, it will improve team productivity and is an investment in the future.  Remember, your whole team is watching and your handling of under-performers will contribute to either a constructive or destructive culture.

Choose wisely!