Question

When reviewing a poor performer, you should
1. avoid discussing negative consequences.
2. make sure the person understands the need for improvement.
3. make threats to convey the seriousness of the situation.
4. avoid discussing the person's reasons for u

Answer 1

Answer: 2 only.

Explanation:
- 2 is correct — the employee must clearly understand that improvement is needed and what that improvement looks like.
- 1 is incorrect — you should discuss consequences factually (e.g., performance plan, potential actions) so there’s no ambiguity, but do so professionally, not to punish.
- 3 is incorrect — making threats is unprofessional and usually counterproductive.
- 4 is incorrect — you should explore the person’s reasons for underperformance to identify root causes and provide appropriate support.

Quick best-practice checklist: give specific examples, set clear expectations and timeline, listen to the employee’s perspective, agree on an improvement plan and resources, document the meeting, and schedule follow-up.