We’ve all witnessed the havoc and felt the pain created by problem co-workers. Ironically, the biggest mistake managers make when managing problem employeesis avoiding the problem. They stay away from the employee and place added burdens on other employees whom they trust. This leads to a whole host of other bigger problems.

So don’t wait – act! Consider these 6 steps to relieving the pain.

1.Talk to the employee. They may not realize their performance or behavior is unacceptable.

2.Describe the issues objectively. Use facts and examples to describe both what they are doing and why it isn’t acceptable and guide them to where you want to see them perform.

3.Focus on specific positive outcomes. Paint a picture of what behavior you want them to start exhibiting, i.e. “I need you to start doing this, because ...”

4.Set clear expectations. Expectations about behavior and performance and a reasonable timeline are critical to correct the issues – depending on the person, job and deliverables, you may want to give a week or two or even a few months.

5.Lay out next steps. What must they do, what will you do, when/how will you reconnect.

6.Write down everything. Once you start dealing with a weak employee, firing them may become the only option. Make sure you prepare yourself for that by keeping a record of all issues and interactions. It can save you a ton of time and money later.

If you really understand the employee and their personality at a deeper level, you will improve your ability to communicate and coach them through their issues. However, if you’ve tried and don’t see the improvement/changes you want, don’t hesitate to “help your employee out of your company.” The longer you wait to take action, the greater the negative impact on your business.