It's that simple: yes, or no. I've heard many leaders bemoan the trouble it takes to get a lazy worker to work. If that's really the problem, the possibilities but be fewer (and more immediate) than you think.
A poor performer can be redirected, re-skilled, and learn to improve. Some of the best performers on teams that I have worked with struggled at times, but turned it around because they applied themselves to the mission, to the vision, and to their goals. Heck, I've struggle as well and in some cases without the valuable feedback and coaching that was provided I probably would have crashed and burned.
But someone who simply refuses to perform thru laziness simply must go. Yes, or no -- are they willing to work, or no? As someone in one of my workshops once said, "sometimes you have to help them prosper -- some place else."
-- doug smith