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Sally, overall we are pleased with the progress you have made in your job responsibilities and tasks. There is one aspect of your job that is not at the same level as everytihng else. XX and I have explained the procedures for this process, however there seems to be a disconnect. What can I do to help you improve in this area (understand the procedures better; perform this function at the same level as your other duties, etc.).

"Sally, I've noticed that you do very well at X, Y, and Z. -ok, this assumes that she's doing SOMETHING well!- How can I help you achieve the same success with A?"

I would mention that I've noticed there is something that she might be having a problem with. Then I would ask if there is something interfering with and keeping her from learning that part of her job.

I would offer to assist her in whatever way I could. Maybe explain it in a different way, or have someone else show her. (When 2 people are trying to train the same person, it can get confusing for the employee).

Sometimes the person(s) doing the training can be intimidating, irritated or frustrated and don't mind showing their disapproval, and that is enough to intimidate anyone (and that might keep anyone from learning.)

When an employee is not learning what they should, we are so ready to blame it on the new employee that we overlook the fact that it might be the person(s)that are doing the training. Just my opinion.

"Sally, you've been here 6 months and we've trained you to complete many tasks, but you've failed to master this very important task."

Then I'd shut up and listen.

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