I recommend looking at it as a system problem. Think of your team as a whole body. Your job as the 'head' is to achieve the high-level goals. You make the be

I recommend looking at it as a system problem. Think of your team as a whole body. Your job as the 'head' is to achieve the high-level goals. You make the best use of your team when they work together to multiply the effects of the others. Then, you achieve your goals more efficiently. They're all individuals with their own interests, motivations, self-purpose. You have to understand who each of them are and how they all work together. Then, you must question if the issues are innate or only symptoms of something else. Most likely (since they're hired and not fired) they're all able. So, are they bored, burned out, tired? Are they not being rewarded for their work? Do they not understand the high-level goals? Are you micromanaging? Do they not understand their roles? Roles are important - it must be completely clear that they have a singular set of roles and responsibilities. Sometimes it's ok to have inefficiencies with one or more staff if it benefits the whole system. For instance, I kept a guy on my team simply because he was funny. He made the other teammates laugh and have a good time.