In this final article on dealing with difficult employees, we will discuss what you can do to resolve the problem of poor performance.  When taking corrective action with a difficult employee, conduct a "corrective interview" with the employee in private.  During your discussion, follow the steps below as you work through the problem:

• Identify and clearly define the performance problem.  Make sure the employee understands what you are talking about - give sufficient examples as you define the performance problem. 
• Explain the impact of the problem.   Often employees do not understand who or what is affected by their poor performance and they must.  
• Analyze the reasons for the problem.  Ask questions and listen to the employee's reasons for the poor performance.  Do not confuse reasons with excuses.  
• Define the expected performance standard.  Be sure the employee understands what is expected of him or her and is aware of job standards.
• Explore ideas for a solution.  The employee should be encouraged to come up with solutions to his or her performance problem.  There is greater "buy-in" whenever the employee solves the problem or at least has some input.   
• Develop an improvement plan.  At the end of the discussion, make sure you and the employee have written an improvement plan to include action plans and target dates. 
• Follow-up.  Be sure to set a follow-up date as part of the improvement plan.  The employee needs to know you will be monitoring improvements. 

Employees are more likely to be open and receptive during a corrective interview if they work in a supportive, non-threatening environment.  Once again, your goal is to work to take the problem out of the employee, not to take out the employee.  When you do, you will have mastered one aspect of leadership - handling the difficult employee.