Poor Employee Performance Feedback: Interiors Architect

Does not follow the company's dress code protocol to the letter

Difficult coming up with workable solutions to basic workplace problems.

Tries to always consider all factors at play before deciding on a particular methods or way.

Always feels comfortable and confident when seeking help or advice whenever stuck on solving any issue.

Goes absent without official leave; disappears for days without any explanation to the group members

Sets up the groups based on members' performance on previous projects, rather than on the strengths, weaknesses of each group member

Fails to display an acceptable standard of good professional grooming

Gossips about the coworkers and picks battles easily bringing conflict in the workplace

Solves even the worst conflict in the workplace that no one dares to handle

Always has a fresh viewpoint to any problem that presents itself

Helps those who require assistance without checking their age, race, color or position

Always wears a smile while serving others no matter the situation

Easy to get depressed if the results of the work done are wrong

Neglects the less important tasks and does not give them much thought

Finds it difficult to trust other employees, thus, is not able to influence positive change in the workplace

Does not see the need to push a little harder when performing tasks at work

Does not show respect and courtesy to team members, customers, and external agencies

Shows unwillingness to contribute suggestions that help solve company problems or conflicts among employees and team members

Waits for the annual appraisal instead of keeping assessing own performance and looking for areas that need improvement

Often sets unclear and unrealistic goals and thus gets frustrated or blames other employees when one doesn't meet them

Are the channels for solving issues clear to you? If yes, explain why?

How can you rate the general work morale? Are people in good spirits when discharging their roles?

Do you get to appreciate and learn from your mistakes and how do you deal with making wrong decisions?

How well do you consider having a concrete conclusion when presenting your ideas?

Describe the technique you have used to assign roles to group members. How have you found the technique effective?

Is there a time when you assigned different tasks to group members, but the work was not done as you expected? What do you think was the problem? How did you fix it?

Do you follow the company policies and regulations in regards to how you should dress?

What is your level of hygiene that you present to others?

Do you encourage your workmates to think creatively and enact the creativity in their daily work?

Do you believe you have now the experience to make better decisions in situations where you've done wrong ones?

Do you value people for their intrinsic worth or because of what they do?

Do you make friends depending on how well they work with you or who they are?

Are you adaptable to a new working environment with new people?

Do you handle all tasks with the seriousness they deserve do you take some for granted?

Think of a time you had an idea and you got other employees to follow you. What was the idea?

Can you think of a time when you sought a colleague's idea or opinion when working on a new project?

Describe how you demonstrate personal drive at work. What have you done to improve your personal drive?

Can you think of a time when the events or actions of a colleague adversely affected your personal drive? How did you cope with that?

What have you done to help team members become more aware of their roles in a team project?

In your opinion, do you think it is important for employers to develop ways to help employees become more aware of their positions it the company? Explain