Your Task: Analyze the message and list at least five writing faults. Pay special attention to its tone. Ask yourself, how can you make this message more courteous, positive, and precise? In addition, think about using familiar words and developing the "you" view.

In addition to listing five writing faults and providing examples please rewrite the letter making the suggested corrections.

To: From: Subject: All Supervisors and Departmental Managers Veronica Dunaway Dangerous Employee Performance Evaluations ALL, This is something I hate to do, but I must warn you 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 do better! Because none of you are dense, here are suggestions you must observe when making evaluations of employees: You cannot accurately evaluate an employee's performance unless you have a system to measure 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 inci- dents or projects in which he was involved. But don't just keep favorable comments. I know that many of you are understand- ably 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 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. Veronica Dunaway Vice President, Human Relations | vdunaway@sapphire.com