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Rather than wasting our collective time with the more obvious answers I will list the more common ones that I have heard and/or experienced over my 35 plus year career in the auto industry from managers when posed with this question.

1) I refer them to our written policies and procedures manual, their job description and a relevant memo and after two written warnings I terminate them for cause. (Frankly, most dealerships don't actually have anything in writing to refer to but even if they do they still wind up losing what might have been a good employee.)

2) I accept that there is only so much that I can expect from them so I do it myself.

3) I write a memo and warn them not to do it again, and repeat as needed.

4) I fire them and hire the next applicant who walks in the door, and repeat as needed.

All of the above are reactions vs. actions and my experience suggests that the only long term solution is to hire self motivated employees. Follow that with realistic expectations and processes clearly defined and accept the need to inspect what you expect while recognizing your own responsibility to know what to do and what to delegate.

Obviously I recognize that reality trumps theory in this problem/solution post so any real world solutions that have developed superior employee satisfaction, retention and performance would be appreciated.

After all, what are friends and ADM for!

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