Poor Employee Performance Feedback: Program Director

Does not dress to suit the interview and the dressing is usually not professional.

Exudes an over-confident nature and appears cocky when putting points across.

Consistently emphasizes the importance of teamwork and personal goals by being an example

Precisely acknowledges the success of employees and recognize their contributions

Does not have control over anger or the ability to talk about it in a reasonable manner

Discourages other employees from openly voicing their views, ideas, and feelings

Easily gets distracted when colleagues talk or phone rings while handling a task thus forgets important details

Is too tolerant of errors and always falls short of the mark in terms of accuracy and quality

Constantly shares best practices and industry trends that help a company create outsized incomes

Anticipates company's needs and possible problems, and comes up with suggestions to address those needs

Looks for evidence that a person is committed to developing new skills that help improve the company

Looks at how consistent a person is in finding new effective ways to perform tasks or solve issues

Makes assumptions about the person one is persuading and therefore is not able to reassess when new evidence emerges

Gets angry or upset when the person one is persuading refuses to buy one's idea or solution to a problem

Slips into thinking of oneself as a victim that has little or no control over the situation at hand instead of facing the situation head on

Looks at the situation at hand from only one point of view, and examines only a few factors thus makes premature decisions

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

Does not rank goals in the order of their importance to the company thus often misses deadlines for the most crucial goals

Has poor organization skills thus sometimes fails to know who does what, and when, or whether a project is complete or not

Does not take ownership of the project; shows the unwillingness to commit or see the project through to successful completion

Describe the best interview you have ever attended, and you felt you performed well?

Have you ever arrived at an interview late? How did you perform or what happened?

Do you invest in teamwork to ensure both management and workers are all harmonious?

Can you be trusted to poor coach employees to see a change in their performance?

Is there a time you had to effectively "read" another person in order to guide your actions based on your understanding of their individual needs?

How often do you encourage your colleagues to get into groups in order to make decisions that should be made jointly?

Is there a time you identified an error that had been overlooked by a colleague? What did you do to fix it?

Are there times you have made huge mistakes due to not paying attention to details? What happened?

Are there instances in which you anticipated problems, and you were able to suggest solutions and influence a new direction?

What has been your major work-related setback? What happened and how did you manage to keep moving forward?

Is there a time when you have not been honest when giving feedback? If yes, why is that?

How do you think a company benefits from regularly evaluating its employees?

Describe a time when you have used persuasion to convince someone to see things your way. What tips did you use?

Can you describe a time when you have had to convince a difficult colleague to accept your idea?

How have you helped other employees improve their ability to think practically? How has this benefited the company?

Describe a project that was successful because of your ability to think practically. What was your role?

Describe a time when your team failed to meet its goals due to an underperforming employee. How did you deal with the situation?

Describe some of the factors that you consider when setting your goals and objectives. How have these contributed to your success in the goal setting process?

What communication plans have you used to convey an important message to your team? How have you confirmed the accuracy of information received or sent?

In your opinion, what do you think is the most important quality of a project manager? Explain you answer