Performance meetings are one of those occasions where there should always be a follow-up meeting. A performance meeting should never end with a "Hope we don't have to meet again about this" statement. You should always meet again.

The follow-up meeting will be to either address why the matter hasn't been resolved or to congratulate the employee for overcoming the challenge. If the matter has not been corrected, then your organization probably has a process in place for escalating the matter. You would want to speak with your supervisor or human resources to find out what that process looks like in your company.

But if the matter has been corrected, it's time to celebrate! Providing reinforcement is an important part of correcting behavior. An employee wants to know their manager has seen the change in their behavior.

There's one other reason that managers should have follow-up conversations with employees after they correct a situation. The employee has found a solution...