Ensure Ability

• Much of coaching is retraining. When an employee is failing to perform one or more tasks, you must start with providing the training he needs to perform the job correctly. You cannot hold people accountable for performing tasks in a specific way unless you provided them the instruction they need to understand exactly what you want.
  When correcting an employee start with indicating that a task is not being performed correctly. Explain why failure to perform the task correctly costs the company time or money, or how it may harm others. Provide correct instruction. Ensure he can perform the task correctly. Provide encouragement and thanks. Then leave the employee alone to use the new skills.
  
  

Confirm Motivation

• In some cases employees do not want to perform a given task because the task is tedious, dangerous or patently unnecessary. If you have a task that no one seems able or willing to perform correctly, it is time to redesign or re-evaluate the operation to see if it can be replaced.
  If you have just a few employees who, after multiple training reviews of the task, will not perform it, it is important to find out why. It may be that the employee sees a better solution which would be helpful to you. Alternatively it may be that the employee is not motivated to perform this task.
  Addressing employee motivation requires understand what it is about a given task that demotivates her, and understanding what motivates her instead. Sometimes motivating an employee is as simple as explaining that a given task is part of her job and she needs to do it to remain employed.
  Sometimes one must change a job assignment for an employee to eliminate one or more tasks she is not able or willing to perform. This is something you are legally required to do if a recognized disability prevents an employee from performing the task safely.
  
  

Require Change When Appropriate

• It is important to accurately document the training and other coaching you provide to an employee. It is important that you describe the tasks you are assigning in addition to when and how they must be performed. Document conversations with employees so you can demonstrate that they have indicated that they are ready, willing and able to perform the assigned task.
  The work involved in creating these records ensures that you are accurately, comprehensively and effectively communicating job requirements to your employees. It also ensures that you have the records required to let employees go when they make it clear that they will not fulfill the requirements of the job they've taken.