Employees are vital organs for the success of any given organization, and it is the mandate of every manager to ensure that workers are productive to the company. Jim who has been a good employee for the past nine months has started showing unusual behavior by coming at late at the workplace, which needs to be addressed. This document designs constructive feedback and a detailed description of how I will address Jim on the issue of lateness.
While addressing Jim’s case, I will explain to him how his current performance is deteriorating the scope of the company by integrating his excellent performance for the past nine months as examples. In doing so, I will partially introduce his current lateness behavior and its negative impact on the production line. This approach will prepare Jim psychologically in a friendly way on the expected interrogation. This will be followed by integrating examples from his past and current behavior on lateness with respect to the company’s performance. For instance, I will tell Jim that in the past he used to arrive early at the workplace, which showed fruitful results, however, currently, currently, he arrives at the workplace late, which causes problems in the production line.
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Constructive and Positive Feedback Designed for Jim
Jim is a valuable asset to the company; thus, his absence has a negative impact on the company’s production line. In that case, the following feedback will positively motivate Jim to do his best at the workplace: “Great job for the past nine months, as a model, your general performance was beyond the scope, and it positively impacted the growth of the company. However, your current issue of lateness has started deteriorating your performance. I believe that you’re going to bring back the energy you had initially especially when it comes to reporting at the workplace to avoid possible deteriorations in the production line.”
