If you must give an employee a negative performance review
A) do so by email or fax.
B) support your claims with careful documentation.
C) limit your discussion to the areas where the employee needs improvement.
D) avoid suggestions for improvement.
E) ask the employee how they plan to correct the problems.
B
Explanation: B) As with other rejections, saying negative things about a person opens the door to legal problems. If your evaluation is negative, you should be able to document your claims using performance records, reports of problems and difficulties caused by the person, and official complaints.
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