Problem: Article: Fast food restaurants now offer a whole host of beverages to go with your meal - anything from sodas, to coffees and even smoothies.  However, some of these drinks are quite high in calories and can put you over your limit.  Drinking sugary drinks is associated with many chronic disease, such as type two diabetes and heart disease.  Stay away from regular sodas, sweetened juice drinks, sweetened teas, sweetened coffee drinks, smoothies, milkshakes or chocolate milk. Instead of these types of higher calorie beverages, go with low or no calorie beverages.  Water is always a great choice, but you can also try diet sodas, unsweetened tea, unsweetened iced coffee or diet lemonades.  Some of these may have some artificial sweeteners but they are low or no calorie. Drinking artificially sweetened drinks will satisfy your sweet craving, but it will not help to reduce it. In order to reduce your craving for sweet beverages, choose unsweetened options, such as coffee and tea, sweeten them yourself, and gradually reduce the amount of sweetener. Many times fast food meals, especially the main entree, can get high in calories with all the tasty toppings that are added.  More simple or plain items are usually lower in calories.  For example, a plain fast food single patty cheeseburger has about 300 calories.  A bacon club cheeseburger has about 700 calories.  Customize your meal as needed.  If you see an item you want to order and notice it has a lot of extra toppings or condiments, ask for these to be served on the side or not at all. Skip the higher fat condiments like mayonnaise, honey mustard, BBQ sauce and "special" sauces.  Instead go for yellow mustard, hot sauce, salsa, horseradish and vinegar for a much lower calorie topping. It's so familiar to hear a fast food restaurant ask customers "what side would you like with that?"  Even if you choose a healthier entree, the sides at fast food restaurants can be quite unhealthy.  The first thing to do is order a small.  This is especially true if you're ordering a fried item or other sides that are higher in calories.  Choosing a small order of fries or onion rings can save you a few hundred calories.  Many restaurants are now offering fruit as a side.  If you have the option opt for the apple slices, banana or small fruit cup.  You may also want to consider getting a side salad.  This can help you fill up on low calorie vegetables.  Just stick to low-fat dressing on the side. If you're willing to order a different side, go for something that's low in calories and not fried.  For example, choose a baked potato over fries.  Be moderate with the butter and sour cream.  However, this baked version is lower in calories and fat compared to the fries. If you're craving something sweet after your meal, be careful to choose a dessert that's not overly high in calories or fat.  Go for mini or individual desserts.  Items like cake pops, mini parfaits or mini cookies are a great way to enjoy a pre-portioned sweet treat.  Also choose smalls.  Whether it's a small soft serve or milk shake, a small will always have the least amount of calories. If ordering ice cream, go for a cup instead of a cone and leave off the hot fudge or caramel.  A few rainbow sprinkles is a better lower calorie choice.  Bring your own dessert from home. You could bring a sweet piece of fruit, a low calorie cookie pack, or some fruit snacks. Planning desserts could reduce the calories of your meal and also save you money.
Summary: Pick low-calorie drink options. Keep it simple. Order a lower calorie side. Choose a better dessert.

In one sentence, describe what the following article is about: Before you begin reviewing an employee's performance, you should double-check that employee's description in your employment files. If the position's requirements or functions have changed at all in the last few years, that description will need to be updated.  It would be unfair to the employee to evaluate them based on outdated position descriptions. Recognize the work that employee has done and the work they're expected to do this year, not in years past. Update the description to include any special skills or knowledge required to do the work and/or any specific tools or equipment needed. In addition to reviewing the position description, you should also review the essential performance functions of that position. These functions will help you identify your own expectations for that employee. Performance functions vary by job, but they generally include:  Accountability: This covers whether the employee is reliable and consistent. Accountability may include punctuality, ability to meet deadlines, respect for the organization and its employees, and ability to meet or exceed performance expectations. Production standards: These should be objective, measurable accomplishments performed within specific time frames. For example, a person picking stock in a distribution center might be expected to pick 100 pieces an hour. Job knowledge: This may include the employee's professional skills, ability to assist coworkers, and willingness to continue developing their knowledge and abilities. Required knowledge might also include operating, maintaining, and instructing others with special tools and equipment. Communication: This may include communication skills, or it may cover an employee's ability to work collaboratively and seek feedback from other employees. Interpersonal relations: This generally deals with how the employee treats their colleagues, and whether the employee is tactful and respectful of others. Customer service: If the employee's position involves customer service, you may want to include evaluations on patience, approachability, reliability, and the employee's commitment to following up with customers as needed. As you prepare to assess an employee's performance over the past year, it's important to review what you (or perhaps another manager) said about that employee last year. There may be significant improvements made, or the employee's performance may have gotten worse; either way, you should know in advance where things stand. Look into performance reviews for the past three years, especially noting whether such reviews have been performed by other people. Note any employee comments about past reviews. The best way to begin a performance appraisal is to document the work that a given employee has done. Take note of both what the employee has done in their position and how they did it, whether the things you document are good or bad. Reviews should be as objective as possible based upon viewable, measurable results. If subjectivity is required, note justifications in the review.  In order to complete a performance appraisal, you will need to decide on some type of measurable, quantitative method of documenting and evaluating performance.  Any time an employee commits an infraction, it needs to be documented in that employee's personnel file. These infractions should be reviewed and compiled during that employee's performance appraisal.  Tie any performance praise or infraction reprimand with specific rules and policies at work. Make sure all rules and policies are enforced equally for all employees. An important part of the appraisal process for many employers is seeking feedback from each employee's coworkers and from the employee himself or herself. This allows managers to get a better feel for how an individual views their job and how that employee's coworkers view their performance.  Ask an employee's coworkers how that individual performs at work, both independently and in collaboration with others. You should specifically ask about both the accomplishments of that employee and any areas that their colleagues believe need improvement. Remember that co-workers' comments are always subjective and often based upon their relationship with employee. Rather than relying upon single interviews, indicate the use of 360-degree appraisals. Your employees should not go into their performance reviews feeling blindsided. If there are elements of an employee's performance that need improvement, let that employee know in a casual (yet professional) way. Likewise, if an employee is doing a good job, give that person praise when you see them at work. The employer should have written history of any reviews and feedback, with evidence that the employee understands the reason for a negative comment and the expectations for improvement.
Summary:
Update that position's description. Identify expectations based on job roles/functions. Review last year's performance appraisal. Document the employee's performance. Get feedback from the employee and their co-workers. Give your employee regular feedback between performance reviews.