Performance conversation should not be involved. Do you agree or not?

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.