As employers, we often define good hiring as being able to hire the person who can prove she has already successfully done the job somewhere else.  Even if we find this person, it turns out, “nobody’s perfect.”

She’s late; she doesn’t know everything she thought she did; she surfs the Internet when there are deadlines to be met.  There might be someone in the office that “rubs her wrong” or a lack of progress in learning the new job.  If you are lucky, a little adjustment period, a few timely corrections, a bit of conflict management and some personalized training can fix these things.

More serious or chronic lack of progress and competency requires the traditional “meet with HR and put her on probation” meeting.  You know the drill.  This single weapon solution and the EEO compliant improvement plan that goes with it often works because of fear.  Fear of losing her job may fix your problems by correcting the symptoms of failure, but the remedy leaves her problems untouched.

True remediation, just as the term is used in “environmental remediation,” includes immediate action to reverse negative impact.  The damage must be stopped, then, reversed.  The contaminants must be removed and prevented from collecting in the future.

I accept that there are no perfect employees, but, I do believe there are perfect teams.  If you are a good leader, you have a team that knows how to toss the ball back and forth to each other and pulls together across job descriptions to meet deadlines.  They teach each other, share knowledge and want each other to succeed.

With your help, each of them has identified and developed individual abilities.  Each understands and enjoys their true strengths.  You have designed the work so that each gets to display his talent and can be proud of contributions.  You cultivate and reward that pride.  It is an honor, maybe even fun, to work on this team because the people on it are going somewhere!

When someone slips or a new hire is struggling, use the strongest weapons you have.  The appeal of belonging to something successful and meaningful, the opportunity to grow and learn, self-determination and pride are more powerful than fear.  If you must, use them all.

My formula begins with getting the person’s attention.  Ignoring the problem has become habitual for this employee.  An invitation into a private office with a witness usually works; then I announce that this is going to be a tough conversation. Use suspense to your advantage.

For more of this story by Susan LeMiles Holmes, visit the “Current & Past Issues” tab or pick up a copy of Valley Business Report’s September 2014 print edition.