In the following case, answer the question on performance management principles of ethical business discussions. As the production supervisor for Sweeney Electronics, Pooja was generally well$-$regarded by most of her subordinates. Pooja was an easygoing individual who tried to help her employees in any way she could. If a worker needed a small loan until payday, she would dig into her pocket with no questions asked. Should an employee need some time off to attend to a personal problem, Pooja would not talk the individual's pay. Rather, she would take up the slack herself until the worker returned. Everything had been going smoothly, at least until the last PA period. One of Pooja's workers, Sanket, had been experiencing a large number of personal problems for the past year. Sanket's wife had been sick much of the time, and her medical expenses were high. Sanket's son had a speech impediment, and the doctors had recommended a special clinic. Sanket, who had already borrowed the limit the bank would loan, had become upset and despondent over his circumstances. When it was time for Sanket's annual PA$,$ Pooja decided she was going to do as much as possible to help him, although Sanket could not be considered more than an average worker. Pooja rated him outstanding in virtually every category because the firm's compensation system was heavily tied to PA$.$ Sanket would be eligible for a merit increase of $10\%$ in addition to a regular cost of living raise. Pooja explained to Sanket why she was giving him such high ratings, and Sanket acknowledged that his performance had really been no better than average. Sanket was very grateful and expressed this to Pooja. As Sanket left office, he was excitedly looking forward to telling his work buddies about the wonderful boss he had. Seeing Sanket's smile as he left gave Pooja a warm feeling. question, what can pooja do now to diminish the negative impact of her evaluation of sanket?