Unsatisfactory Performance Letter
Unsatisfactory Performance Letter
Date: October 15, 2050
Jarvis White
Salt Lake City, UT 84101
Position: Operations Manager
Email: jarvis@you.mail
Dear Jarvis White,
I hope this message finds you well. I am writing to formally address concerns regarding the performance of Anita Wehner in her role as Project Coordinator. This letter serves to document specific issues observed over the past few months and outline the necessary steps to improve her performance.
First and foremost, it has been noted that Anita has consistently failed to meet deadlines on several key projects. For instance, the recent Project Phoenix deadline was missed by over two weeks, which adversely affected our team’s overall productivity and client satisfaction. Timeliness is crucial in our industry, and her repeated delays have caused significant disruptions.
Additionally, there have been numerous instances where the quality of Anita's work has not met the expected standards. A recent review of her work on the Client Report revealed multiple inaccuracies and a lack of attention to detail. These errors not only reflect poorly on her but also place additional burdens on her colleagues, who must spend valuable time correcting these issues.
Furthermore, Anita has exhibited difficulties in communication and collaboration with team members. Feedback from her peers indicates that she often does not respond promptly to emails and fails to provide necessary updates during team meetings. Effective communication is essential for maintaining team cohesion and ensuring project success.
To address these concerns, I recommend the following action steps:
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Performance Improvement Plan (PIP): Anita should enter into a structured PIP that outlines specific performance goals and timelines. This plan will include measurable objectives to track her progress.
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Regular Check-Ins: I propose bi-weekly meetings between Anita and myself to review her progress and discuss any challenges she may be facing. This will also provide her with an opportunity to ask for guidance and support.
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Training and Development: It may be beneficial for Anita to participate in training sessions focused on time management and effective communication skills.
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Feedback Mechanism: Establish a feedback mechanism where Anita can receive constructive criticism from her colleagues in a structured manner, encouraging her to reflect and improve.
It is crucial for the success of our team and the satisfaction of our clients that we address these issues promptly. I believe that with the appropriate support and resources, Anita can improve her performance and contribute positively to our projects.
Please feel free to reach out if you have any questions or would like to discuss this matter further.
Best regards,
[Your Name]
[Your Company Name]
[Your Company Email]
