Ping Identity Corporation is an American software company established in 2002 by Andre Durand and Bryan Field-Elliot. The company's software provides federated identity management and self-hosted identity access management to web identities via attribute based access controls.
One of my direct teammates is unfortunately notably under performing since joining the team - without going on too long, their output overall is very low impact, and they often need to be hand held for even simple tasks. For some context, they've been with the team less than 6 months, which does excuse some of their issues, however by this point we'd be expecting them to be far more comfortable and productive in the role, especially considering they have several YOE doing similar work.
Recently, a senior engineer on the team has brought up and discussed this issue with me in a personal discussion, and ultimately feels as though the engineer in question has been given chances/assistance, but you that it's a case of "You can bring a horse to water but can't make them drink".
Besides obviously discussing/raising this issue with our manager (which I fully plan on doing), what else can I do to help this engineer? I'm not interested in seeing them leave the team, but I also don't want to see them stay at this level of impact, and I'm not quite sure how to broach this topic with them (if I even should).