Either the employee or the supervisor may first identify the problem. Examples could include poor work product, strained working relationship, attendance problems, etc. Supervisors assess and clarify the problem by talking with the employee and others as appropriate . Problems can stem from skill deficiencies, behavioral styles, lack of clear communication, personal crisis, or some combination of these or other factors. Supervisors establish clear performance expectations with the employee for the correction of the problem .
Supervisors work with the employee to identify appropriate measures to correct the problem .
Employees need to accept responsibility for correcting the problem. Examples could include obtaining training for skill problems, making other family arrangement for attendance problems, stopping offensive behavior, etc. Supervisors communicate what the outcome will be if the problem is not corrected. Examples could include a revised job assignment or termination as appropriate. Supervisors and employees communicate regularly about how progress is or is not being made .