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One approach to dealing with performance or behavior problems is through communication. Specifically, giving and receiving direct feedback. Feedback gives each party an opportunity to tell their side, and to hear the same from the other. Here are 10 tips for using the feedback approach to “course correct” an employee.

1. Make sure that the work expectations and performance objectives are clear. The only way to verify the existence of a performance problem is to state the expected level of performance and measure the employee’s actual performance against it.
2. Be prepared. Have all the details before you meet with the employee. Review job descriptions, memos and documented conversations with the employee that relate to the specific behavior. Don’t try and wing it!
3. Give the person advance notice and specify the issue of concern. For example, for a person who is chronically late for work you might say, “I’d like to speak with you tomorrow about work hours.” Let the person know whether the solutions are open to discussion or whether you have specific requests that you need addressed. For example, “Please come prepared to discuss your starting time.”
4. When your meeting date arrives, start in an upbeat manner. Doing so will set the tone required for a productive session.
5. Describe the problematic behavior and its affect on you and others. For example, “You’ve been coming to work a half-hour late several days each week for the past month. That is making it difficult for your coworkers to get their work done. And it’s setting a bad example for everyone else.”
6. Refer to the context of the problem. “This is not the first time we’ve had to talk about this. We discussed this problem, according to my records, six weeks ago, and again last December. And yet the problem continues.”
7. State the concrete effect on you and others of the behavior. For example, “I recognize that you make up missed time by wither staying late or working through lunch, but that’s not a solution. Because we operate in work teams, having one person unavailable can mess up the work three or four others are doing.”
8. Listen actively to the employee’s response. Don’t get distracted with thinking about what you’ll say next. Be open to what the person says.
9. Make a suggestion or request, and then check for understanding. For example, “What I’d suggest is that you rearrange things at home so that you can be punctual. That will make our work around here much easier and make everyone on your team happier.” Then check for the employee’s understanding of your suggestion. For example, “Do you understand why I’m insisting on your being on time?”
10. Check for agreement or commitment on next steps. For example, “So you agree that you’ll be here at 8 a.m. every morning.” Keep a record of what was said and any agreement made. Check to determine if the employee is complying with the agreement.