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Be Honest & Candid With Your Feedback. Focus on Areas of Strength and Weakness. Craft an Improvement Plan for the Under Performing Employee.

Create clear metrics of job performance. Have the right mindset. Collect 360 feedback from other team members. Have a one-to-one meeting. Use the Johari window matrix. Ask questions, listen, and understand. Collaborate on how to fix their poor performance.

Introduce the area of feedback and explain how important it is. Explain the level of impact; how big it is, who is affected and the outcome. Describe specific examples to illustrate the situation clearly. Explore what's behind an employee's bad performance.

I'm disappointed to hear my performance has not met expectations. It's important to me to keep working on this team. I plan to improve my performance. I need to hear your feedback as I did not know there were concerns about my performance.

1) Attendance. Punctuality is one of the strongest virtues an employee can possess. 2) Innovation and Creativity. 3) Leadership. 4) Communication Skills. 5) Collaboration and Teamwork. 6) Time Management. 7) Customer Experience. 8) Problem Solving.

Be specific. Don't talk in generalizations or abstractions, and use specific concrete examples. Focus on your perspective. Come up with solutions.

Thank you for the positive review and kind words on my performance evaluation. It means a great deal to me that I have earned your trust and your confidence. I assure you, I am ready to tackle new challenges and continue to do all I can to be a contributing, effective member of your team.

When giving negative feedback, you need to be direct, ask questions, listen before you speak and consider the words you use. Focus on the job rather than the person, explain the implications of actions and offer concrete ways in which they can improve.

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