To: Inez Anders

From: Courtney Coble

Subject: Kyle Houstons Six Month Performance Review
Dear Inez,
After looking over Kyles performance review, I do not believe it would seem fit to promote him to team
leader in our Dallas branch. Based on three evaluation periods of reviews from numerous coworkers
Kyles skills are not as high as they should be to adequately lead a team. The results showed an overall
rating average of 2.42 on a 3.0 scale with a mode of 2.0.
Kyles first score in the category of Contributing was fairly good, averaging 2.83. The evaluations by
peers only ranged from 2 to 3, which means that most of the team thought he was a sufficient or even
near-perfect contributor. Kyle is always the first one to offer new ideas in meetings which helps in our
brainstorming sessions. He was also the only team member who has not missed a single meeting. In
addition to meeting attendance, Kyle is also very punctual with achieving project deadlines.
However, Kyles Listening skills are a very low mean of 1.96. His high contribution scores may be
hindering his ability to listen to other team members contributions. It cannot be overlooked that
multiple colleagues ranked Kyle a 0 in the listening category. Team members have approached me
personally stating that Kyle doesnt let them talk in meetings and ends up telling other members what
they should think. Kyle has a hard time limiting discussion to the main point of the meeting and is often
focusing on too many ideas at once.
Kyles score in the third category of Facilitating Group Problem Solving is an average of 2.18. In this area
as well, numerous team members believed Kyle was worthy of a 0 in group problem solving. This
reiterates that Kyle has a hard time staying on topic and refuses to ask questions in order to organize the
discussion. When I presented the team with a project to work on, Kyle was very limited in allowing
suggestions of solutions other than his own and did not select criteria for evaluating these suggested
ideas. Even though he limited alternative solutions, Kyle was still unable to choose the best solution.
It would be best for all of Anders Consulting to wait at least one calendar year before promoting Kyle to
the Dallas office or any office to act as a team leader. Kyle is a bright employee and once he is made
aware of how the other coworkers feel about his actions I am confident he will work towards becoming
better at listening and problem solving. In a years time, Kyle will be given many more challenging
projects and must improve in order to please his peers and our company.
Thank you, Inez, for trusting in my judgement of this team member. I have gotten to know Kyle rather
well and was able to make an accurate review of his abilities.
Have a great day,
Courtney Coble
Team Leader at Anders Consulting