I would have given them the opportunity to improve their performance first and set those expectations. In this conversation, I would also ensure they understand what will happen if they do not improve their performance. However if they are still under-performing, I would refer to the guidelines of the organization first to take the necessary action steps. Then I would meet with the employee and show them how they have not been performing. I would tie that to the action steps that are necessary from this point. We would then set expectations and a plan to improve performance. If the performance issues continue, then we will continue the disciplinary steps.