I think this becomes a balance of peers. The psychological safety of one, may not necessarily be the psychological safety of another. Does the individual who wishes to speak up berate the underperforming co-worker for underperforming?
How can we get the new co-worker to start performing adequately? They are a member of the team, and unless there's some business motivation to fire or reassign them, they will remain a member of the team. I think the solution is to invest velocity to bring the co-worker up to the teams overall performance level.
That being said I do not condone being tolerant of intolerable performance, but I think that teams that consistently show grace and respect to each other will often yield the best results.
How can we get the new co-worker to start performing adequately? They are a member of the team, and unless there's some business motivation to fire or reassign them, they will remain a member of the team. I think the solution is to invest velocity to bring the co-worker up to the teams overall performance level.
That being said I do not condone being tolerant of intolerable performance, but I think that teams that consistently show grace and respect to each other will often yield the best results.