Which of the following actions is most appropriate when a supervisor must address performance issues?

Discussing performance issues privately with the individual is the most appropriate action because it respects the dignity and privacy of the employee. Addressing performance issues in a one-on-one setting allows for a candid conversation, where the supervisor can provide constructive feedback and explore any underlying factors affecting the employee's performance. This approach fosters an environment of trust and shows that the supervisor values the employee's contributions.

Additionally, private discussions can lead to better outcomes since the employee may feel more comfortable expressing their concerns or understanding the feedback without the pressure of public scrutiny. This confidentiality is crucial for maintaining morale and encouraging personal accountability.

Other approaches, such as sending a group email or publicly acknowledging shortcomings, can lead to embarrassment or resentment, which may negatively impact employee morale and engagement. Requesting formal evaluations from HR, while useful in some contexts, does not typically allow for immediate, personalized discussion and resolution.