What should a manager do if coaching reveals that an employee simply does not want to do the task?

• A. Terminate the employee.
• B. Move to progressive discipline efforts.
• C. Eliminate the task from the job.
• D. Promote the employee to a job without the task.

Answer: (B)

When coaching reveals an employee simply does not want to perform a task, the appropriate path is to begin a formal, progressive discipline process. This approach centers on clear communication of expectations, documented steps, and a reasonable timeline for improvement, giving the employee a fair chance to change their behavior. Start with a specific performance improvement plan that spells out the task, the standard of performance, the expected outcomes, and a set period to demonstrate improvement. Provide support—training, coaching, or resources—as needed. The goal is to address motivation and commitment issues directly while protecting both the employee and the organization through documentation. If meaningful improvement occurs, keep the employee in place; if not, follow policy to determine the next steps, which could include reassignment, demotion, or termination. This option is preferred over terminating immediately or drastically changing the job, because it addresses the problem, preserves fairness, and maintains a clear, repeatable process for handling performance issues.