2. Note any objective measures of productivity loss that you have
documented over the last weeks. Your comments should not be
opinions. For example: “Ross, last quarter you were processing over 50 claims a week. I expected that to improve with experience. Over the last 4 weeks, however, you have averaged only 40 claims per week.”

3. Ask the employee for his ideas regarding the reasons for his
declining productivity. Most employees will not be forthcoming. First answers often tend to blame other circumstances and other people. Come back with questions such as: “Is there anything more?” “What else do you think could be contributing?” “What are you doing more of at work that could be cutting into your time?” Many issues may come up, and some may be valid. Offer to follow up on those issues.

4. Bring up the usage history in a reasoned and compassionate tone
of voice. Say something such as: “One factor contributing to your recent challenges in productivity, I believe, is your personal use of the Internet. You know, Ross, I don’t mind your emailing a friend once in a while or checking to see if your friend’s plane is on time before you leave the office. Your usage record, however, shows that you are spending a great deal of time during the business day visiting sites that could only be for your personal use. A high percentage of your email is personal also. Here is a copy of the usage record for you.”

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