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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.
