FIGURE 8-14 Guidelines for Effective Performance Evaluation Interviews 1. Emphasize positive aspects of employee performance. 2. Tell each employee that the evaluation session is to improve performance, not to discipline. 3. Provide immediate positive and developmental feedback in a private location, and explicitly state that you are providing the employee with performance feedback. 4. Review performance formally at least annually and more frequently for new employees or those who are performing poorly. Ongoing and regular feedback is optimal. 5. Make criticisms specific, not general and vague. 6. Focus criticisms on performance, not on personality characteristics. 7. Stay calm and do not argue with the person being evaluated. 8. Identify specific actions the employee can take to improve performance, and discuss the managers role in supporting future development and career planning. 9. Emphasize the evaluators willingness to assist the employees efforts and to improve performance. 10. End the evaluation session by stressing the positive aspects of the employees performance and reviewing plans to improve performance.

this is table 8-14 required to answer question 2 from the above case (we connections : performance management ) and also for question 3 table 1 is there in the image. please share elaborated answers for this case study