You said Brenda doesn’t appear committed to work anymore and mention a couple of ways she inappropriately occupies her time recently at work. It sounds like this is a change from Brenda’s past work behaviors, performance and level of productivity. After all, she has worked with you for five years. Are you ready to loose the knowledge and experience Brenda brings to the job? Take time to evaluate your options. Have you explored what may be contributing to the problem and whether the present situation can be turned around? You mention your real estate listings are down. Have you considered how the change in volume impacts Brenda’s job responsibilities and work priorities? Is Brenda getting through her day-to-day work and then looking for ways to occupy her time or, are personal priorities resulting in her neglecting her work? Try discussing your observations and expectations with Brenda. Consider jointly brainstorming ways she could contribute to helping build up the real estate listing inventory. Be sure Brenda is aware of your concerns regarding her work habits and identify a performance plan to support immediate and sustained changes. Remind Brenda of your company’s policies regarding use of the business computer, personal cell phones and electronic devices while at work. Let Brenda know what she can expect from you as well. In a changing work environment it is especially important to communicate with and keep employees informed of current and anticipated future business developments so focus remains on achieving business objectives.

If, after considering your options and making a thoughtful and informed business decision, you believe termination is necessary in the end, write to me again.