As a manager what actions would you take if an operations employee with six years of experience on the job refused ongoing training and ignored performance feedback?

As a manager, I would first have a one-on-one conversation with the employee to understand their reasons for refusing training and feedback. It’s important to listen actively and address any concerns they may have. If the issue persists, I would outline the importance of continuous learning and performance improvement for their career growth and the team's success. Finally, I would set clear expectations and consequences for not engaging in training or incorporating feedback to ensure accountability.