Handling the Situation with Sarah: The best approach involves a more empathetic and

investigative stance. Firstly, acknowledging Sarah$$s long$-$term contributions can ease

defensiveness. Then, instead of directly confronting her about delays, seek to understand if

there are underlying issues, like increased workload or personal challenges, affecting her

performance. Offering support, such as additional training or flexible hours, might also be

beneficial. Setting clear, achievable goals together with regular check$-$ins can help monitor

progress and show support.

Guiding Deep as a New Employee: For Deep, creating a structured onboarding plan that

includes detailed training sessions, pairing with experienced mentors, and setting clear

short$-$term goals can help him transition smoothly into his role. Encouraging open

communication and providing regular feedback will ensure Deep remains engaged and feels

supported in his new environment. Offering learning resources and opportunities for skill

development will also aid in his growth.

Performance Review Meeting with Kapila: Preparation for Kapila's performance review

should include gathering specific examples of her behavior on the $$Help$$ line and positive

feedback on her strengths. Address the issue with tact, focusing on how her behavior

impacts the team and suggesting ways to improve communication skills. Acknowledge her

strengths, such as her willingness to assist colleagues and her efficiency in completing

tasks. Set clear expectations and consider a plan for Kapila to develop better client

interaction skills, possibly through training or mentoring.

Advising Marilyn on Evaluation Documentation: Marilyn should be advised to incorporate

both quantitative and qualitative measures in her performance evaluations. Encourage her to

observe and note behaviors and achievements that statistics might not capture, such as

teamwork, problem$-$solving abilities, and client feedback. Regular, informal check$-$ins with

her team can provide insights into these areas. This holistic approach will give a more

comprehensive view of an employee's performance, supporting personal development and

recognizing contributions beyond just metrics