If an employee is unproductive due to taking too many breaks, what should be your first step?

Engaging in a one-on-one discussion with the employee allows for a constructive approach to addressing productivity concerns. This step is essential because it provides an opportunity for the employee to understand the impact of their behavior on their performance and the team as a whole. During this private conversation, you can express your observations, listen to their perspective, and explore any underlying issues that might be contributing to the frequent breaks.

This approach fosters open communication and demonstrates that you value the employee’s input and well-being, rather than merely issuing a warning or reprimanding them without dialogue. Documenting the discussion is also important as it helps establish a record of the conversation and any agreed-upon steps moving forward. This documentation can be useful in case further action is necessary later.

In the context of the other choices, issuing a warning immediately does not create an opportunity for dialogue or understanding, which may lead to resentment or disengagement. Discussing the issue in a team meeting could embarrass the employee and may not address the problem directly, leading to unresolved issues. Ignoring the behavior until performance improves could allow the situation to worsen and may impair team morale and productivity further. Thus, having a direct and respectful conversation is the most effective initial step to resolving the issue.