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As a manager, you can sometimes excuse a person for lapses and small misdemeanors. Part of management is understanding that people have commitments outside of their job and help employees find a balance between home and work so the work product is not affected. However, when infractions become habitual then you have a problem employee and need to take the proper steps to intervene.

Firing an employee for initial problems is not in anyone’s best interest, namely your company, as it then reopens the hiring process and takes more of your time and the time of your human resource staff. You may find the "problem employee" is not a problem at all,
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Here are some signs that your newly hired employee needs mentoring:

The employee is habitually tardy. You can excuse employees for being late occasionally. There are a thousand and one valid reasons to be late to work,
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The employee has a negative attitude. Negative attitudes can be contagious and could further affect your staff. A negative employee tends to find fault with numerous people and company events. This is a difficult area to mentor as it normally is not a single offense,
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The employee is too aggressive. Usually,
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Try to be diplomatic,
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