Crystal Graves
Janine Przybyl and Jocelyn Williams
Human Resource Management
December 9, 2018
Annual Review
I would start by inviting Jim into the office. I would give him a copy of the numbers behind the
monthly productivity of the production line for him to look at and follow along. I would also
have printouts of his tardiness and performance for the year.
My side of the conversation with Jim would go as follows:
"Jim you are a very good employee and I am happy that you are a part of the team. You are a
great asset to the company and your performance is a reflection of that. You have been a model
employee and I would love to be able to use you in other ways. Unfortunately, it has come to my
attention that recently you have been late quite a bit. Your tardiness is beginning to affect
everyone, but I'm sure that you will be able to turn that around without any issues. A successful
production line is based on all employees being on time and in place from start to finish. When
someone is not in their place when the work is being done it puts more stress on the other
employees to fill in for the missing person or persons. There is no doubt that we need you. You
are a leader and I need you to be able to lead the team to be more successful. I know that if you
can be on time, the company will see you as the asset you are. There are so many opportunities
that are in front of you and they are available to you as long as we see you preforming at your
full potential. I see a bright future for you with this company and I would not want that to be
affected by a small mishap. At this point, we will focus on the future and make sure that your
future is as bright as possible. If there is anything that I can do to help you, please don't hesitate
to ask. You help make me look good so I am going to make sure that you are successful in every
way possible. I have so much confidence and faith in you."
I would end by shaking his hand and thanking him for all that he has done and will do.