Performance Reviews at a crime syndicate whose employees are bad at being bad guys. Especially this loser. A 6-episode second season starting April 17, this series explores the underbelly of the underworld, cringing criminality, and terrible terrorists. You want to rob a bank vault? Steal a powerful weapon? Destroy the world? These are not the guys you call. Unless... you know, EVERYONE ELSE is busy. Criminal Disorganization - Season 2 - Episode 5 Starring: Andy Goldenberg Ian Nemser Directed and Edited by: Andy Goldenberg Assistant Director: Dave Seger Cinematographer: Travis Auclair Production Assistant: Aaron Higgins Shot at YouTube Space LA Six episodes. All improvised. Watch out! Subscribe at http://www.youtube.com/subscription_center?add_user=Goldentusk Like me at http://www.facebook.com/goldentusk Tweet me at http://www.twitter.com/goldentusk Instagram me at http://instagram.com/goldentusk and Hangout with me at http://www.google.com/+goldentusk See some of my other classic videos such as: Superman Theme Song: http://www.youtube.com/watch?v=ELNh23yRiJc&list;=SPF2B4A64544F29846 Batman Theme Song: http://www.youtube.com/watch?v=wUPBgYeanZ0&list;=SPF2B4A64544F29846&index;=5 JAWS Theme Song: http://www.youtube.com/watch?v=aCHtdh1snzY&list;=SPF2B4A64544F29846 For a bad guy, a performance review (or a performance appraisal or performance evaluation or just Tuesday), is just a formal assessment in which their manager (or crime boss) evaluate that employee (or underling or thug) and their work performance. They identify strengths and weaknesses, offer positive reinforcement, negative feedback or constructive criticism, and often set short-term and long-term goals for future performance. While many companies hold performance reviews annually for the entire workforce, many criminal organizations hold performance reviews after every job; Blurring the lines between who is good and who is evil, corporations are increasingly using a more frequent feedback performance management system. Nowadays, crime syndicates not only conduct reviews quarterly, monthly, or weekly, but also daily, hourly, and sometimes, with minute by minute surveillance. Formal performance reviews will always have their place, but casual check-ins and one-on-ones will always be used for intimidation. Performance reviews assist in job comprehension and show staff what they’re doing well, how they can improve, how their work aligns with larger company goals, and what is expected of them in their given role. Performance reviews can also differentiate between varying levels of employee expertise, correct issues before they become insurmountable, communicate expectations, encourage growth and development, and foster employee engagement.

• published: 15 May 2019
• views: 537