Performance Review

Writing a negative performance review – Elaine Bridgewater, the former professional golfer
you hired to oversee your golf equipment company’s relationship with retailers,
knows the business inside and out. As a former touring pro, she has unmatched credibility. She also has seemingly boundless energy,
solid technical knowledge, and an engaging personal style. Unfortunately, she hasn’t been quite as attentive as she needs to be when it comes to communicating with retailers. You’ve been getting
complaints about voice-mail messages gone unanswered for days, confusing e-mail
that require two or three rounds of clarification, and reports that are haphazardly thrown together. As valuable as Bridgewater’s other skills are,
she’s going to cost the company sales if this goes on much longer. The retail channel is vital to your company’s
survival, and she’s the employee most involved in the channel.

TASK: Draft a brief (one page maximum) informal
performance appraisal and improvement plan for Bridgewater. Be sure to compliment her on the areas in
which she excels, but don’t shy away form highlighting the areas that need to
improve, too:
punctual response to customer messages: clear writing: and
careful revision, production, and proofreading.
Use what you’ve learned (as seen below) to supply any additional advice
about the importance of these skills.

* Confront the problem right away.
* Plan your message.
* Deliver the message in private.
* Focus on the problem.
* Ask for a commitment from the employee.
* Maintain an objective and unbiased tone.
* Use nonjudgmental language.
* Make sure negative feedback is documented and shared with the employee.
* Don’t avoid confrontations by withholding negative feedback.

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