The techniques for addressing and managing poor performance are pretty well known at this point. The question is how do you manage the experie3nce and expectations of the rest of the team while managing the poor performer. It is a certainty that at least some team members have recognized the poor performance of the individual you are working with, and they will be looking to see if you address the situation. However, you will want to respect the privacy and dignity of the individual whose performance you are addressing, so you ethically can't let other team members know what you are doing. What are the best practices with managing the rest of the team while addressing an individual's poor performance?