Firstly I'm going to assume this is an exisiting team that you have taken over.
You must follow your organization's procedures and local laws in dealing with people.
It is important that from the outset you communicate the belief that this problem is a management problem. You may find this hard to adopt but unless you write, talk and behave as if you think there is something you, and the organization, can do to make things better, you are prejudging the situation.
Assuming these team members are longstanding what has happened that now makes their performance unsatisfactory? You need to explain this to them.
Find out why they behave in this way. Is it due to a lack of responsibility, information or team communication?
Is your organization fault tolerant? Are your people wise to fear the Boss getting to know of their failures? People and organizations learn through mistakes. But of course not the same mistake over and over again!
Explain to them, and the whole team, the vision you are striving to achieve. Explain the goals of your organization and how you fit into that. Explain the advantages to the organization and to your team of everyone working toward the shared vision and goals.
You should have these conversations and, unless otherwise directed, make an unofficial diary note in the first instance. Meet with the individuals and go through the above, expalining what and why you want, exploring what they need to do the job better and providing that re-training, resources and so on. You will have to take a view on whether the resources demanded are reasonable. Give each individual a copy of the note you have made.
Review performance after a month or two as agreed in your discussions. Assume again there is a management failure and go round the what, why, how again with a diary note. If this comes round a third time and perforamnce is still unsatisfactory then you should move into Performance Review as specified in your staff's terms and conditions of employment or local laws.
Keep repeating the message about how important your team is in achieving the overall goal of the organization.
The formal Performance Review process will end in acceptable performance or dismissal.
You will find the rest of the team greatly appreciate the management of the underperformance although don't expect much support from them during the process.
I stress there are a lot of things to be addressed before getting to a Performance Review. The training, resources, vision and behaviour change all has to be carefully managed by you. But that's why you get the big salary!
