1. Start with a clear expectation
Agree the outcome, timeframe and support needed. Avoid relying on broad labels such as improve attitude without describing observable work.
2. Discuss progress regularly
Use short conversations to identify obstacles and provide timely feedback instead of saving every issue for an annual review.
3. Consider the conditions for performance
Ask whether priorities, tools, skills, workload and decision-making responsibilities are clear.
4. Record practical next steps
Summarise the agreed action, owner and review point. Use an appropriate internal process for records.
5. Separate general guidance from individual cases
Specific disciplinary, contractual or employment matters require consideration of the facts and appropriate professional advice.