Sally has been a good performer for years, and was recently transferred into another position within the organization. Her performance is below par in this new role, and her boss is unsure how to deal with it.

• What's different about the new role versus the old one? From a skills standpoint, a climate standpoint, an interpersonal standpoint?
• Does Sally know what is expected on the new job? Have the performance objectives for the new position been described in specific, observable, behavioral terms?
• Have Sally and her boss had a conversation about the disconnect between her current performance and the desired performance objectives?
• Could Sally perform competently in her new job if she absolutely had to? If so, then why isn't she? Where can an intervention be made? Is she aware of the deficiency? Are there obstacles in the way of her success that management can remove? Can management arrange consequences for continued poor performance?
• If Sally lacks the necessary skills and abilities to succeed, can she receive training to improve her skill? Can she learn to be competent?
• If Sally cannot learn to be competent in her new job, can the organization find another more suitable position for Sally, given her excellent record in prior roles?