In my last article, I talked about three ways to lead faithful team members. From the Parable of the Talents, we discovered how the master led faithful leaders by commending them, entrusting them with more responsibility, and rewarding them. So, how do you deal with the unfaithful team member? 

Before offering a couple of suggestion, let me first define “unfaithful” in the context of Matthew 25. To the servant who buried the money entrusted to him, the master said, “Take the money from this servant, and give it to the one with the ten bags of silver. To those who use well what they are given, even more will be given, and they will have an abundance. But from those who do nothing, even what little they have will be taken away. Now throw this useless servant into outer darkness, where there will be weeping and gnashing of teeth” (Matthew 25:28-30).

By “unfaithful,” I mean a team member who is failing to wisely steward the responsibility that has been entrusted to them. And how did the master deal with the unfaithful servant in this passage? He disciplined him. The master pointed out what the servant did wrong, told him what he should have done, and then punished him. That sounds harsh.

Please hear what I’m not saying. I’m not suggesting that you become a harsh, angry, unmerciful, self-centered, tyrannical leader. I’m not suggesting you take a “my way or the highway” mentality. And I’m not suggesting you create fear in your team members. Discipline shouldn’t be insensitive, but discipline also shouldn’t be ignored.

So, how do you deal with (or discipline) an unfaithful team member? Again, by “unfaithful,” I mean a team member who is failing to wisely steward the responsibility that has been entrusted to them. There are two ways to handle the unfaithful team member. 

1. Coaching – Sometimes discipline comes in the form of coaching. In other words, sometimes a leader needs to dig deep with a team member by providing or securing the coaching they need to improve or make difficult changes. If they’re not delivering the results they should, help them grow. If a team member is unwilling to be coached, or if they’re simply not getting better, you have to employ the second strategy. 
2. Consequences – Consequences come in a variety of forms. Sometimes it’s stricter guidelines or loss of privileges. Other times, consequences mean the loss of a job, role, or position. Whatever the case, set expectations and then ensure the consequences for failing to meet those expectations are clearly communicated. 

You’ll know which route to take based on the response of the team member when you address their lack of performance. If they’re teachable, you’ll want to start with coaching. If they won’t own their shortcomings, or you’re not seeing any improvement, implement the consequences. In both cases, communicate clearly and establish a clear timeline.