First: Talk to your employee
Once an issue has reached the point where you feel it requires corrective action, you need to clarify for yourself what the issue is, in specific language, and also understand your employee’s account of why it’s happening.
The best way to learn about your employee’s perspective is to ask them! You might find that you were missing some context, that your employee didn’t understand the severity of the issue, or that you were mistaken about the issue that was occurring.
If you’re able to get on the same page with your employee about how to correct the issue after an informal conversation, you don’t need to move forward with this process. You can continue to provide your employee with feedback, and support them as they make the necessary improvements.
However, if you’re not able to come to an understanding, you can move forward with the official fact-finding process.