How to Write a Bad Performance Review
As a manager you may find yourself at odds with an employee. He or she may not be working up to company standards and causing problems for the whole team. Performance reviews are designed to catch problems like these before things get out of control. It is important to know how to properly write a bad performance review so that your office can solve the problem and ultimately work more effectively.
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Instructions
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Start Positively. Even though there are problems to address, your employee is probably doing something right. When you start writing the performance review, begin by listing a few things that are going well. This lets the employee know that you are not out to get them and it keeps them from being immediately on the defensive.
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Identify specific problems with the employee. Write down actual, recordable and measurable examples of how the employee is not performing up to standard. For example, saying that an employee "doesn't fit in during meetings," is unclear. However, saying that an employee "does not bring the proper paperwork to meetings," is both clear and correctable.
Be certain that you are identifying behaviors that are pertinent to the work in the office. If you simply do not like a person, that may not be reason enough to write a negative performance review. The negative review must be based on problems their work habits are causing in the office.
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Explain the problems clearly. In addition to letting the employee know what she or he is doing incorrectly, let them know why this is a problem. In many offices, it can be unclear exactly what effect one's actions are having on the rest of the team. Telling an employee how their poor performance is affecting others can lead to more understanding an better relations.
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Propose and ask for solutions. Give the employee a chance to come up with ways to rectify the problem. If they cannot think of any, have some potential solutions prepared. Discuss these solutions and ask the employee if she or he thinks they are reasonable.
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Check back in. After a few weeks, schedule another meeting with the employee to see if things are going better.
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References
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