Excerpt: Communication and counseling for poor performance is asupervisor’s primary responsibility. Employees usually don’t discuss personalproblems with you, and that’s ok. But if performance doesn’t improve you haveto take action necessary to improve that performance. Keep in mind that you canonly suggest or advise the employees to get help. And that’s what this video isall about. As a supervisor you have no control over personal problems, nor canyou be expected to solve them. You can explain how these problems are affectingthe employee’s job performance, and the consequences of not improving. But youcan only suggest or advise the employee to seek help for personal problems.Identifying behavior changes, emotional stress, health problems, andperformance changes are early signs of employee problems. When problems beginto establish a pattern, and then work performance deteriorates, the problemshould be recognized and documented. Supervisors frequently believe that theironly course of action is to endure the employee or fire them. Understanding thecauses and affects of losses connected with troubled employees can go a longway towards correcting this assumption. Troubled employees are a seriousbusiness liability and expense. Property damage, personal injury, lost sales,rejects, reworks, loss of skills, production delays, wasted materials,management time and energy, and increased insurance costs to name just a few.