Periodic performance appraisals are essential tools in the development and mentoring of your employees. Unfortunately, many supervisors and managers have difficulty completing evaluations on employees with less than stellar job performances.
No one wants to be called incompetent, stupid, lazy, unprofessional, or temperamental, especially on formal appraisals that become part of an individual’s personal employment file.
To help in your evaluation of underperforming employees, I offer these examples of “diplomatic” ways to deal with low scoring performance qualities while still getting the point across.
The Lazy Employee:
“Joe” has the potential to be a top performer if he applied himself more.
The Employee Who Does Not Get Along With Others:
“Sally” potential within the organization is limited only by her unwillingness to accept opinions that are different from hers.
The Unintelligent (STUPID) Employee:
“Joe” is having difficulty grasping key concepts. It is my hope that with continued coaching, and a strong commitment on his part, he will quickly meet the expectations of his position.
The Employee with a Temper:
It would serve Michael to let his guard down, relax, and not take things so personally. There have been a few situations over the last 3 months that he could have handled better.
The Immature Employee:
It would serve “Scott” well to use a little more discretion with his sense of humor.
Employee Lacking Ambition or Motivation:
I would like to see “Ryan” exhibit more interest in his job.
The Easily Distracted Employee:
When “George” focuses on his priorities, he can be very effective.
Photo courtesy of amoktrauma23532
{ 1 comment… read it below or add one }
well done! your contributions are vivid, precise and articulated. please keep up.
thank