Look at the pattern before blaming the person.
Write down which questions keep returning and when they occur. Ask whether the employee has a clear responsibility, enough information, and permission to make the decision.
Make one responsibility explicit.
Define the outcome, who owns it, the steps that matter, and when an issue should be escalated. An SOP is useful when someone can follow it in the actual work.
Review what happened.
Agree on a check-in. Examine what changed and what still gets stuck. Accountability needs clear expectations and follow-through, not constant reminders.
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