The following e-mail from Avianca Keller, the vice president of employee relations, seeks to help supervisors and managers write safe and helpful performance reviews.

Your Task. 

Analyze the problematic e-mail. List at least five weaknesses. Pay special attention to its tone. Your instructor may ask you to revise the e-mail so that it reflects some of the writing techniques you learned in this chapter. How can you make this e-mail more courteous, positive, concise, precise, and audience centered? Your instructor may ask you to revise this message as a collaboration project using Google Docs or Word’s Track Changes and Comment features.

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To: From: All Supervisors and Departmental Managers Avianca Keller Subject: Legally Risky Employee Evaluations ALL, Although it pains me to do this, I must warn you all that recently one of our employees filed a lawsuit against the company because of comments a supervisor made during a performance evaluation. This did not have to happen. Look, people, you must be smarter! Because none of you are dense, here are suggestions you must share with all supervisors and managers regarding company- wide evaluations: It goes without saying that you cannot accurately evaluate an employee's performance unless you have a system to mea- sure that performance. That's why the obvious very first step is developing performance standards and goals for each employee. To be effective, these standards and goals must be shared with the employee. However, don't do it orally. Do it in writing. The performance of each employee must be monitored throughout the year. Keep a log for each worker. Note memorable incidents or projects in which he was involved. But don't just keep favorable comments. I know that many of you are understandably averse to placing negative comments in an employee's file. However, MAN UP! Even negative comments must be included as part of the evaluation process. Once a year each employee must be formally evaluated in a written performance appraisal-yes, I do mean written! In a face-to-face meeting, let the employee know what you think they did well and in what areas the employee may be able to improve. Be specific, give deadlines, be honest, and be realistic. Giving evaluations can be difficult. With careful preparation, however, the process can be smooth and safe. Don't allow your- self or the company to get involved in any more legal ramifications. Avianca Keller Vice President, Employee Relations akeller@rubin.com