How do you tell a team member to work harder?

first of all i have to work hard and then motivate the worker and then regularly evaluate their performance

      Told him that the work and diligence Tadih characteristically addshim lot slept advantages are: that it is always unable to creativity, andbe distinctive among employers, get promotions, incentives and an increase in salary and the development of expertise.

If they're highly sensitive to judgment and wouldn't react positively when criticized then that's a social case! They need to face the problems with more sense of responsibility , I would tell them this one truth that they have to face their weaknesses and work harder on themselves so that this would be reflected positively on our work or they'll have to face being a failure and get rejected by the other team members.
The most important point is to work on themselves.
They have to face the truth.
If they need help at first it's okay but they must prove that they're working on themselves really.

By providing knowledge and skill to get the job done.
Daily activity sheet maintenance and encouraging on small achievements.

Always find a positive and what they are doing well and highlight that.
Applaud the person for what they are doing right.
Be honest in you praise.
Then inform them that this is where you guys as a team have to get to.
Maybe you are already there.
As a coworker they are part of the team.
If there is one weak link in the chain the entire chain is weakened.
Tell them what its going to take to get there.
Don't just emphasize the efforts that person needs to make but the efforts you need to make as well.
Remember you are a team and there is no I or you in team.
Make them feel a part of the effort.
Then build them up tell them that you believe that you guys as a team have what it takes to get it done.
Tell them you have faith that you guys will undoubtedly meet the mark.
Let them know you are looking forward to working with them and meeting the goal together.
You are essentially motivating them here by building their confidence.
You are showing them that you appreciate their efforts and their contribution to the team.
Then you are saying that there are specific goal objectives that you guys will need to meet.
This assures that you are not undermining their current efforts, abilities, or their competence.
Then you are telling them exactly what you will contribute as a member and what he or she needs to contribute as a member.
Most of all you are telling them that you are excited to work with them.
You are leaving them with a sense of pride as well as a member of the team.

sit down with him and ask him if he thinks he can improve his work ,listen to him, chances are he will tell you exactly what is wrong and how is it possible to do better.

at the end ask him this. if i do the improvements or changes you propose will you see your performance increasing greatly?will you bit  your career on it?

first never criticize directly your team member even when your alone with him/her second aim for quality of work not quantity, try to motivate their creativity, empower them and increase their scene of ownership, this can be done by focusing of their strongest skills and slowly start giving him challenging tasks, if you are doing it right they will start to learn new things and their work will improve

By consistently reminding them of their goals which should have been established clearly at the earlier stage of employment

Play yourself as a role model for motivating him to work hard.
Take him/her to tea and discuss how you managed your weaknesses and any bad results of your past.
Tell him that he can do it and everyone will appreciate.
Its better that you show him his picture in the mirror and explain him how he looks like.
For example, tell him about his good quality and how its appreciated by others.
Its a natural fact that you have to sugar-coat a bitter thing so become sychophant for few moments and then tell him to work hard.
This will not be a direct criticism and next time, he will definitely ask you for suggestion.

It’s important that, we establish a personal connection with each person/team member who works for my team.
The better I learn to know them, the better position I am in to know what motivates them.
Learn to know what make each employee beam with pride, what sparks emotion in them, and what makes them put forth a little extra effort in their lives.
Beginning today, is present and pleasant.
This sounds simple and insignificant but it is so powerful.
Greet each employee each day or make rounds and stop by each work station briefly sometime during the day.
Discussing with them something of interest to them.
My purpose is to remain connected with my team people and to give them frequent opportunities to bring up work issues early, thus catching potential problems early.
Coaching the team member is a way to take the employee further in terms of performance and capability.
Simply put, coaching means helping the employee to continuously improve, reach the limits of his or her performance capability and achieve outstanding performance for me and my organization.
Comments on how someone team member does their job should be primarily positive.
I can look specifically for things that, I can tell them that they are doing well.
I can make a simple one or two sentence comment.
New employees may need this type of feedback every day or so.
Asking them how they think they are doing and then offer my own comments to team member .
Formal appraisal for team member does relate to improving performance because it is another important component of performance management of the team member.

we should be the model in every work.
it will automatically brings the co-workers in a system.