أنشئ حسابًا أو سجّل الدخول للانضمام إلى مجتمعك المهني.
1.Use the words weaknesses and poor performance.2.Employ extreme words such as always and never.3.Include labels, such as irresponsible, careless and awful.4.Make value judgments such as best, bad incompetent.5.Compare peers: You are better than John at process management.6.Apologize after delivering constructive feedback.7.Let biases or recent events overshadow an objective performance assessment.
I agree100% due to performance conversation will be more fruitful fro the organization as well as employees to improve the drawbacks of performance.
