First, employees' unstable mentality may be caused by family life or work, such as pressure, such as external temptation, such as getting along with colleagues, such as managers' poor management style, which requires managers to guide and listen.
Second, the employee's methods and skills are improper, so we should find a way for him. As for the question, you can ask the colleague next to you, and the other is his own feelings and the observation of the manager. Then give a good way to solve the problem.
Third, when recruiting, I didn't grasp it well. Generally speaking, I was deceived by the appearance of the employees. In fact, the employee is not qualified for the job, and it is futile to try again. This requires efforts to recruit employment sources.
Fourth, this employee is only in a short-term and long-term downturn and needs more time to accumulate. At this time, the observation time can be extended.
Fifth, if the overall performance of employees is not good, we should consider the company's strategic direction, such as marketing strategy, including market input, product pricing, grasp of competitors, grasp of market demand, and other factors; In addition, it is possible that the market as a whole is in a downturn and needs to wait for opportunities, which requires more patience.
Generally speaking, I think the first three points are more important, but I want to remind you that as a manager. Choosing the right person is more important than educating people, and managing good people is also very important. What kind of cultural values and systems (positive and negative incentives) are adopted, that is, rewards and punishments, is very important for employees. In addition, as a manager, it is also crucial to create a good team atmosphere for the assistance and cooperation between employees, and it is necessary to study management knowledge more hard. Management is not the same as before. Management is to get results through others. It requires people to be convinced, willing to serve you, willing to accept your criticism, and willing to do their best, all of which require the efforts of managers.
Finally, back to your question, this employee has not made progress after the guidance and training of your knowledge and methods, so you should consider dismissing him. After all, it's good for the company that you stay and harm him. Tell him that we have never doubted your ability, but we just don't think this job can give full play to your strengths. I suggest you do something good, so as to get together before leaving, so as not to bring some negative effects to the company after his departure.
A little humble opinion, good luck and hope to communicate more in the future!