top underperformer
表现最差者
chronic underperformer
长期表现不佳者
serial underperformer
持续表现不佳者
known underperformer
众所周知的表现不佳者
an underperformer
表现不佳者
the underperformer
表现不佳者
underperformers list
表现不佳者名单
underperformer status
表现不佳状态
after two quarters, the underperformer was placed on a performance improvement plan.
经过两个季度，表现不佳者被安排进入绩效改进计划。
the manager coached the underperformer with clear goals and weekly check-ins.
经理为表现不佳者提供了指导，设定了明确的目标并进行了每周的检查。
hr documented the underperformer’s missed deadlines and quality issues.
人力资源部记录了表现不佳者错过的截止日期和质量问题。
we reassigned the underperformer to a role better aligned with their strengths.
我们将表现不佳者重新分配到更符合其优势的职位。
the team can’t afford to carry an underperformer during a critical release.
团队在关键发布期间无力容忍表现不佳者。
leadership decided to address the underperformer early rather than wait for burnout.
领导层决定尽早解决表现不佳者的问题，而不是等到他们精疲力尽。
the underperformer received a formal warning after repeated policy violations.
表现不佳者在多次违反政策后收到正式警告。
instead of blaming others, the underperformer took ownership and asked for feedback.
表现不佳者没有指责他人，而是承担了责任并寻求了反馈。
the underperformer improved after targeted training and a lighter workload.
经过有针对性的培训和更轻松的工作量，表现不佳者有所提高。
as a chronic underperformer, he struggled to meet even basic expectations.
作为一名长期表现不佳者，他难以达到甚至基本期望。
the director refused to label her an underperformer without reviewing the data.
主管拒绝在查看数据之前将她标记为表现不佳者。
to protect morale, the supervisor handled the underperformer privately and respectfully.
为了维护士气，主管私下且尊重地处理了表现不佳者的问题。
top underperformer
表现最差者
chronic underperformer
长期表现不佳者
serial underperformer
持续表现不佳者
known underperformer
众所周知的表现不佳者
an underperformer
表现不佳者
the underperformer
表现不佳者
underperformers list
表现不佳者名单
underperformer status
表现不佳状态
after two quarters, the underperformer was placed on a performance improvement plan.
经过两个季度，表现不佳者被安排进入绩效改进计划。
the manager coached the underperformer with clear goals and weekly check-ins.
经理为表现不佳者提供了指导，设定了明确的目标并进行了每周的检查。
hr documented the underperformer’s missed deadlines and quality issues.
人力资源部记录了表现不佳者错过的截止日期和质量问题。
we reassigned the underperformer to a role better aligned with their strengths.
我们将表现不佳者重新分配到更符合其优势的职位。
the team can’t afford to carry an underperformer during a critical release.
团队在关键发布期间无力容忍表现不佳者。
leadership decided to address the underperformer early rather than wait for burnout.
领导层决定尽早解决表现不佳者的问题，而不是等到他们精疲力尽。
the underperformer received a formal warning after repeated policy violations.
表现不佳者在多次违反政策后收到正式警告。
instead of blaming others, the underperformer took ownership and asked for feedback.
表现不佳者没有指责他人，而是承担了责任并寻求了反馈。
the underperformer improved after targeted training and a lighter workload.
经过有针对性的培训和更轻松的工作量，表现不佳者有所提高。
as a chronic underperformer, he struggled to meet even basic expectations.
作为一名长期表现不佳者，他难以达到甚至基本期望。
the director refused to label her an underperformer without reviewing the data.
主管拒绝在查看数据之前将她标记为表现不佳者。
to protect morale, the supervisor handled the underperformer privately and respectfully.
为了维护士气，主管私下且尊重地处理了表现不佳者的问题。
探索常用高频词汇