• Allow a full-time employee whose work is superior to work on the
more interesting and prestigious projects. Be sure the employee who does poor-quality work knows that you are doing this intentionally.

• Create an elite team that works on a few coveted projects. Make
consistent quality a criterion for getting on the team. Do employees
like projects that get them out of the office? Then announce that the traveling team will include only those employees with the fewest errors.

• Award cash or prizes for consistent quality over a short period of
time. Money talks. Or take the achievers of highest quality to lunch each Thursday in June.

• Give the gift of time. Allow employees whose work is complete and error-free to leave 1 hour early on Friday or to take a 2-hour lunch on Wednesdays.

• Look to the future. Is the employee aware that his lack of quality
can block future opportunities for promotions and raises? As manager,
it’s your responsibility to make explicit these rather obvious realities that the employee may be in denial about. Have an intentional conversation with the employee explaining how achieving high-quality standards relates to his future.

Taken From: 201 Ways to Turn Any Employee Into a STAR Performer