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I manage a team of 15, including a person close to retirement. I've tried to freshen up her thinking and attitude but she's not interested. She didn't even respond when I sent her a list of training courses. I don't think it's healthy for her clients or the rest of the team to have this person just coasting along and it conflicts with our drive to improve performance. What can I do?

Many public sector jobs are changing. This means managers must ensure there is proper communication with staff.

Have you broached the changes through the normal management methods, such as supervision, team meetings and briefings? If not, you should. You need to look at this person's specific needs and concerns. I am not surprised you are competing with her probable plans for a retirement party at this stage in her career.

Are you sure she is "coasting along"? It may be she is doing the same work she has always done and never varied it in line with any new requirements.

It may be that, frustrated with her lack of interest, you are reacting negatively. Sending her a training brochure is more than likely to harden her attitudes rather than encourage her. She may find training more attractive if she can use it in her personal life, for example managing time.

Getting to know what makes a member of staff feel valued and included is essential. This can be done through supervision or specific one-to-one sessions, perhaps with human resources.

Yvette Adams is head of human resources, social services, Hammersmith and Fulham Council, London