Thinking through the two questions.
- Is the behavior in question best described as a pattern or a one-time event? Unless the one-time incident represents a very large problem, you want to look for a pattern of performance deviations before intervening.
- Is the area of performance in question truly important or of minor importance?
- Respect the employee by having a private conversation. Be very positive, but be clear in explaining what you've observed. Your goal is to begin a dialogue with the employee so you can start to look for the root cause of the behavior. In general, you want to understand whether the performance problem is better explained by a lack of ability or a lack of motivation.
- If the issue is about ability, you need to think about solutions that increase ability, including training or coaching. If the issue is motivation, you might think more deeply about the interpersonal support you're providing. Also to consider whether the empolyee's skills are sufficiently aligned with the needs of the work. They might be in the wrong role, or it might be possible their current is too narrow or too wide.
- Agree on a solution. Carefully clarify the consequences if the behavior doesn't change.
- Keep eyes open and unobtrusively monitor their progress.
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