A- In Adobe company, Ms. Tia was transferred from another function into an important HR role. It was not long before complaints were coming in, which set the stage for an unpleasant mid-year...

A- In Adobe company, Ms. Tia was transferred from another function into an important HR role. It was not long before complaints were coming in, which set the stage for an unpleasant mid-year performance review.
“What is your future plan?” asked her boss, trying to build some perspective on the situation rather than jumping into a series of criticisms. The employee had no answers. “Tell me what you would like to achieve in this job?” her boss persisted. After avoiding a direct answer she eventually blurted out, “Why are you asking me this? I love this job.” Then she burst into tears. Her boss knew there was a problem but could not put his finger on why she was doing so poorly. Neither did he have the time to devote to a lot of coaching. He knew she was motivated and had a good track record in her previous job. Despite the complaints from her internal clients he wanted to give her a chance.
Now suggest to the boss that what chance should be given to Ms. Tia to improve her performance and mention the key point of performance management that was happening in the company.