Obtain objective information and relevant data
According to a LinkedIn Pulse article, the first thing you need to do is obtain factual and substantiated data. Only when you know the genuine state of affairs will you be able to do something about the situation. Go through spreadsheets, statistics, numbers or, for example, specific examples of negative experiences.
Have a one-on-one conversation
Schedule a face-to-face meeting with the subordinate so you can talk in private. Be sure to tell the subordinate in advance what topic you want to discuss so that you give them a chance to prepare for the meeting.
Ask what is going on and get their perspective
Now it is time to find out how the subordinate perceives the situation. Your view of things may be diametrically opposed to what the employee is experiencing and observing. They may even give you a very good and objectively acceptable reason why their performance has slumped.
Together, work out what the problem is
Identify the root of the problem. Don't just skim the surface or address only the symptoms; rather, go deep and ascertain the root cause. Is the employee overwhelmed with work? Are they experiencing some personal troubles? Are they unhappy at work? Or maybe they just do not know how to operate certain systems or are unclear about exactly what is required of them.
Set up a plan to address the problem
Develop together a plan for how the problem you have just defined may be resolved. Identify steps that will lead to the desired goal and also define a time frame.
Monitor the situation and meet regularly with the subordinate
Monitor the problem afterwards. Get together with the subordinate at status meetings to discuss how the situation is going and whether any adjustments need to be made.
-mm-