Every time I provide managers with training on how to best discipline and evaluate employees I sound like a broken record, repeating the following mantra: "Be fair, but honest. Do not sugarcoat or fail to address performance problems."

A recent Michigan case demonstrates the dangers of not following the above advice.  In Chlystek v. Donovan, the

Short answer?  Yes.

We’ve all seen it before: an employee who has a history of performance problems, including belligerent interactions with co-workers and supervisors writing a rebuttal to a performance review that addresses these issues.  Usually, the rebuttal is a self-serving denial of any wrongdoing and an attempt to blame everyone else for the conflicts.