Meeting serious developmental needs
When you finish all of your data collection, and make your evaluations, but before you sit down to finally deliver the evaluation, you'll be faced with many decisions. Some will be fairly straight forward. For most employees, you'll be facilitating their continuation along a productive performance trend, maybe with some small tweaks. However, for a minority of your team, there will be some more difficult decisions. Some of them will need to receive particularly strong signals from you about how you view their performance. This might be critical in terms of the serious need for improvement, or it could be very positive, such as when you identify someone as ready to advance.
In case of addressing poor performance. Your options include clear feedback. A performance improvement plan. A change in duties or letting someone go. You can simply start with very candid and very specific feedback. Delivered as a part of the upcoming evaluation discussion. Often such honesty is all that's needed to motivate improvement.Source: https://www.linkedin.com/learning/performance-review-foundations/meeting-serious-developmental-needs