If you must give an employee a negative performance review,
A) do so by email.
B) support your claims with careful documentation.
C) limit your discussion to the areas where the employee needs improvement.
D) minimize anything positive that the employee has done.
E) assume that you'll be firing the employee before too long.
Answer: 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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