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[quote=Anonymous]OP, you don't say whether the employee has always had trouble or whether the recent behavior is out of character.  You'll want to adjust your approach a bit, depending.  But, in general, be specific about the errors/problems, offer specific suggestions for how to avoid the same problems in the future, and ask the employee whether he/she has any other ideas for how to correct the problems going forward.  Decide on an acceptable game plan together if you can.  Depending on the circumstances, you may want to also be specific about the possible penalties for failing to get back on track.  Most importantly:  document, document, document.  Keep records of the past errors and any future efforts by the employee good or bad, send an e-mail to the employee (or to yourself, as a memo to file) immediately after the meeting recapping what you discussed, what the plan of action is, and when you will next formally follow up.  Whatever else you do, make a paper trail.  Good luck![/quote]

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