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Explain to them that this is a TEAM. Anyone who works alone is not part of this team.
There are different personalities in a team. Every individual is different and possesses own traits.
Organizational behaviour is a deep subject we study and learn about all different personalities.
As a leader we need to understand every team members and his/her behaviour. Some people are detail oriented and ask many question such as engineers. They need to understand every bits and pieces of what they are going to do.
Before making your opinion about anyone, we need to see which stage of team building we are at.
There are five stage of team building;
Forming
Storming
Norming
Performing
Adjourning
We should avoid making opinion or labeling team member at storming stage of team building since this is the stage when (usually) nobody trust anyone.
Cutting story short, try to find out why does this behaviour exist in the team, and even after a careful assessment the opinion persist, put that individual out f team otherwise rest of the team will be affected.
I hope this gives bit of hint.
The quality of communication is one of the determining factors of a project's success. There are many reasons why people don't communicate. This can be a trust issue. The person does not think you actually contribute to the project's success. This could also be that the person has only little to communicate, because the work done is not on par and through obfuscation tries to cover up that fact. No matter what it is you are in trouble.
I would take a page out form the agile playbook. All agile/lean methodologies have some form of "forced communication", such as the stand up meeting, the scrum or the huddle. A simple "What I did since last meeting? What do I plan to do next? Where do I have trouble?". If you extend it on the entire project team, the troublesome team member will not feel singled out. It may not be perfect, but at least you will get something out of the person.
Also regular1v1 meetings may help. If you can keep it cordial, a nicer interpersonal relationship can develop with the team members and they may start to trust your more; including the uncommunicative one.
The important thing you need to consider is that you should gear your efforts in a way that does not single out the troublesome individual. If it is a trust issue, it will have the exact opposite effect, if that team member the "special treatment".
