Reference no: EM132303974

The performance evaluation process can help Jackie in a few ways when it comes to dealing with Brad. The performance evaluation process allows her the opportunity to write done and put it on record everything that he is doing on the job, or everything he is not doing. That way Jackie, or any other management can look back at his record and see his performance review and decide on what to do with him then. The performance evaluation also gives Jackie the opportunity to give Brad a second chance, she can detail all of the things wrong with his performance, all of the bending of the rules, all of the missed meetings and training programs, and give him the chance to course correct. And if he fails to do so, Jackie can fire him. Although, I believe Jackie has enough reason to fire him now, do to the fact that his unethical behavior should not have a place in their business. His behavior, while not illegal, can lead to major problems down the road not only for himself, but for the company. Jackie should take the opportunity to let everyone know that sort of behavior is not welcome in the company, and he should be made an example of. That is why the performance evaluation is useful, because it will act as a sort of concrete evidence as to why Jackie needs to fire Brad, because while his sales numbers are good, he is failing in every other aspect of the job, and is a toxic employee to have around. It does not matter how good someone is at their job, if they are leading the company in sales or not, if they are bending he rules, acting unethically, and not partaking in mandatory team meetings because they feel they are too good to, then they do not have a place in the company and should be let go.