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Dear Inez Anders
As you requested, I have finished my evaluation of Kyle Huston, who works as management consultants in Anders. I suggest that you think again about promoting Kyle to a Team Leader position in Dallas. My opinion is based on the observations of myself of his performance and the opinions from his team members during the three months’ strategic planning. I collected the ratings and evaluations from Kyle’s 15 team members, and those team members worked with Kyle during the last three months. Kyle’s performance has brought me uncertainty from the team members with working experience with Kyle and makes me feel hard to provide him with the leadership position. The ratings of the evaluation are from three categories in Kyle’s performance including contributions, listening, and the facilitating Group Problem Solving. Kyle’s ability in team working is evaluated f according to these categories, and my opinion is based on the results of these criteria. It gives me a logical view of Kyle’s Ability in the company.
The first category that I evaluated was contributions. Kyle devoted his enthusiasm and passion to his work and is really responsible to it. His score in the contributions category is 2.83 out of 3, with highest score at 3 and lowest at 2 points. From these evaluations, we can find that Kyle is willing to express and provide his opinion and meet with the deadlines and attend all the meetings perfectly. However, his contributions were only shown from these aspects. When talking about the “real” contributions, Kyle seems not to provide much. He did express his own opinions during the meeting, he did really have lots of ideas, but these opinions and ideas seem to lack consideration and have low quality. In addition, Kyle is not good at dealing with difficulties. His usually fell behind while his team members tried to sole the problems. From my observation, perfect attendance rate is good, but if the person only does well in this part but don’t provide the
As you requested, I have finished my evaluation of Kyle Huston, who works as management consultants in Anders. I suggest that you think again about promoting Kyle to a Team Leader position in Dallas. My opinion is based on the observations of myself of his performance and the opinions from his team members during the three months’ strategic planning. I collected the ratings and evaluations from Kyle’s 15 team members, and those team members worked with Kyle during the last three months. Kyle’s performance has brought me uncertainty from the team members with working experience with Kyle and makes me feel hard to provide him with the leadership position. The ratings of the evaluation are from three categories in Kyle’s performance including contributions, listening, and the facilitating Group Problem Solving. Kyle’s ability in team working is evaluated f according to these categories, and my opinion is based on the results of these criteria. It gives me a logical view of Kyle’s Ability in the company.
The first category that I evaluated was contributions. Kyle devoted his enthusiasm and passion to his work and is really responsible to it. His score in the contributions category is 2.83 out of 3, with highest score at 3 and lowest at 2 points. From these evaluations, we can find that Kyle is willing to express and provide his opinion and meet with the deadlines and attend all the meetings perfectly. However, his contributions were only shown from these aspects. When talking about the “real” contributions, Kyle seems not to provide much. He did express his own opinions during the meeting, he did really have lots of ideas, but these opinions and ideas seem to lack consideration and have low quality. In addition, Kyle is not good at dealing with difficulties. His usually fell behind while his team members tried to sole the problems. From my observation, perfect attendance rate is good, but if the person only does well in this part but don’t provide the