Poor Employee Performance Feedback: Director of Sustainability Programs

Shows lack of confidence when it comes to delivering any talk.

Seems always to force other people to buy into ideas and views.

Always ascertains that all the staff are treated fairly without favoritism

Educates the employees to keep them acutely aware of the company standards, expectations, and values regarding fairness, honesty, and integrity

Never mindful of others' emotions. Does not seem to care about frustrated, angry or distressed colleagues

Feels out of control emotionally when negative thoughts become intrusive and persistent

Often feels frustrated and gets impatient with colleagues who do not seem to get the point

Always gets involved in the office conflicts and drama and does not see the need to stop or prevent them

Faces obstacles with fortitude and resiliency; perceives challenges as a part of the journey towards the larger accomplishment that one is committed to

Finds an emotionally charged reason to commit and move through any pain, adversity, and apathy that arise as a result of the set goals

Looks at the problem from different directions in order to identify the root cause rather than getting sidetracked by the symptom

Sets a deadline for when a situation should be solved and a schedule for reporting in order to stay on track and know when one is falling apart

Sets different goals for team members with similar responsibilities thus encourages internal rivalries that lead to diminished morale

Does not track the performance of team goals and therefore fails to identify team members who are lagging behind or those who are working hard

Shows up late for meetings, rarely prepares for meetings, and misses most meetings

Shows minimal interest in building and nurturing relationships and is always too busy to meet others

Does not consider how ordinary things can be improved and is afraid to go against the majority to implement changes

Makes poor financial decisions and has poor money management skills

Hardly conveys information and ideas in an appropriate format and language when writing technical reports and proposals

Does not demonstrate willingness to learn how to integrate primary data and secondary sources accurately

What will you consider your worst performed speech and how did the audience rate it?

Do you listen to other speakers and what have you learned so far?

Have you acquired a relationship of trust with other co-workers and management?

Are you most likely to bend the truth to protect yourself?

Are there instances, when a colleague has made you so angry, but you managed to remain calm and composed?

How do you react to frequent changes in job demands in the workplace?

What is your greatest strength? How do you make sure your colleagues benefit from your greatest strength?

Is there a time a colleague came to you with a problem? How did you respond?

What do you use to plan your tasks? Is there a time when you missed an appointment due to lack of proper planning?

What is one thing you have done in the past that has demonstrated your willingness to work hard?

How do you weigh the advantages and disadvantages of a solution before implementing it?

Describe a time when you have anticipated a problem. What did you do about it?

Suppose your goal is to run your own company in the next two years. How will you go about accomplishing this goal?

What do you look for in team members when setting goals for the team? How do you keep track of your team goals?

Can you think of an instance where you felt you had raised your voice? How did you correct the situation?

What would you like to improve about yourself in order to be more pleasant to work with?

What are your doing to improve your money management skills?

What efforts are you making to stay ahead of your competitors and learn from them?

How often do you encourage others to learn how to integrate primary data and secondary sources accurately?

What efforts are you making to understand all the components of reports and proposals?