If an employee facing personal problems affecting his performance, what will you do?

If you notice that there has been a decline in an individuals productivity you need to be sure where the problem stems from.
The first step is always to pull them to the side and first let them know that you have seen a reduction in their productivity.
Make no assumptions.
Don't assume that the employee has a problem.
Ask them if there are any issues which may be contributing to the change.
The employee may or may not feel comfortable telling  you what it is. 
You need to let them know that there is a problem regarding their current contributions based on your observations as well as other metrics, and that it could become problematic if it continues.
Let them know you want to help them in any way that you can.
Let them know your door is open.
If there is a problem perhaps you have some resources that can help.
Let them know that you will be monitoring their progress and checking in from time to time. 
You have to hold them culpable at the same time you have to show your willingness to help them.
If you have buit their confidence and they feel that you are concerned about them as a valued employee not just as a cog in the corporate machine perhaps you both can come to a solution that will work for both of you. 
Sometimes a person will not notice that their work is impacted and pulling them aside to conference with them provides them the wake up call they need.
It maybe that they need time off.
IF it is within your policy to grant this then that will bode well.
Your employee must try to help him or herself in some way.
while you should show that you care there is still a level of professionalism that must exist.
Put the ball in their court.
If things don't improve and you have the metrics to prove it and they have been counseled as to the impact before hand you must do what is necessary. 

Speak to your employee and offer them an ear .Sometimes all a person needs is someone to listen to them .If you can, offer assistance .If you unable to offer assistance refer them to your companies employee assistance program or even refer them to the social welfare or the relevant government assistance program.As a supervisor try keeping up to date with relevant instuition information that can assist them with different personal problems.

Dear Hassanbhai, When an employee facing personal problems affecting his performance, what we have to do? RULE NO1:  PSYCHOLOGICALLY, personal issues have VERY PROFOUND effect on ones MENTAL / PERFORMANCE ability.
RELU NO2:  EVERY human comes across such personal TURMOIL at some point of life. 
Aristotle says that “man is a social animal”. 
Being a social animal, its ones own duty to help other is in trouble, as a fellow-being. 
Whether he is a colleague, neighbor, up-line, down-line is immaterial. 
……..a word of COMFORT  ……..a word of CARING  ……..a word of SHARING  ……..a word of CONFIDNCE  ……..a word of MOTIVATION  …will definitely do wonders on that person, and, believe me that is the “TRUE HUMAN RELIGION” Let’s all follow that UNIQUE religion, when we are blessed with such an OPPORTUNITY!!!

Respect the individual, we all face bad times in our lives. It is funny to read the comments saying personal problems are not to affect ones work. I don't have a switch to turn off my person and my private issues when I go to work.

 

A decent manager supports in a way that fits the situation: gives time off, encourages to seek professional support and does it all with respect and dignity and privacy.

Dear Mr.
Hassan I think in business world must be put limits between my personal and business issues.
But I have a personal opinion ..Your success in your Business world is the basis of your success in your personal life.
Best Regards,

Coach him/her - get them to tell you what their issue is and let them tell you what they would like to do.  Encourage and support them.  The biggest relief to them is when they tell someone what the issue is and that that person is compassionate and listens.  They will often feel immediately better and performance starts to improve.  Keep listening and encouraging them until the issue is resolved.  This could be hours it could be months, but as long as you are seeing improvements this should be acceptable

As a Manager or fellow team member ,would like to help the other employee.
Thanks, Ikram http://schain24.blogspot.com/

Hi - Well Everyone has good and bad times in life, so if an emplyoee is facing problem, it is our duty to talk to him/her, help him out to overcome the problems, but we all are working for someone, who is giving us salary for what we do, so keeping all problem away, we have to concentrate and be faithfull to our duties.....

First review what your benefits allow: Leave without pay, vacation, Leave of absence, medical leave...prepare all options then ask the employee to meet with you.
Ask them if everything is ok with their life outside of work then ask if they need time off.
if they agree, then you suggest your company options.
If you have an employee Assistance program, then this is the right time for them to intervene as long as it is confidential.

successfull managers and leaders would know  if there is any problem with a member of his team before it even happines.

i have always quarantined my work environment,i don't wait for problems to happen,i act  before issues become factual problems.

know your employees,team members ,and your surroundings.

if he has a problem today,it doesn't mean the problem is born today,it takes problems time to surface, .

be close to your employees and team members and always make them feel welcomed to come to you and ask you for advise on personal and professional matters.

it worked for me.

In regards to this sort of issue the direct line manager of the employee should be more responsible than anyone. If i am his/her line manager, i would flag this issue and arrange an immediate meeting with the employee to discuss the main reasons for his sudden drop of the performance.

Depending upon the level of the issue the action would be taken accordingly to get the employee performance on track. Motivating the employee, explaining the consequences of not reaching the targets, etc might help the employee to set back.

Thank you.