Good approach. I would add to keep your manager apprised of the findings, plans for improvement, and risk mitigation should the team member decide to leave. Y

Good approach. I would add to keep your manager apprised of the findings, plans for improvement, and risk mitigation should the team member decide to leave. You should also make your mind up how much disalignment the team can stomach and when you draw the line in working with that person. And talk to HR. The good ones have tools & coaching for how to handle such cases. The mediocre can at least advise on what to document in case you later decide to dismiss the person.