• Ask the employee to enlist an accountability partner. If you want
to avoid breathing down the employee’s neck as you observe her
Internet usage, give her the option of selecting an accountability
partner. This is only an option and one that you should not pressure
the employee to take. The employee’s rights to privacy cannot
be violated. State that the employee will be responsible for:

• Choosing a coworker who will monitor her Internet usage throughout the day, usually by walking by. You, as manager, should never choose or assign an accountability partner. No employee should feel pressured to serve as an accountability partner. The role is strictly voluntary.

• Setting up a regular weekly meeting to discuss progress and
possible breaches. The coworker gives feedback only to the employee who is being monitored. It is unfair to ask a coworker
to report breaches to management.

• Setting up a meeting with management at the end of 4 weeks. The accountability partner does not attend. Since this intervention is self-directed, the discussion with management at the end is a self-assessment. Ask the employee for a detailed description of the progress she feels she’s made, areas of improvement she has identified, and any help she needs from you. It’s usually best to give the employee some time for further improvement

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