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No blanket answer here. Is this a good person and do you like them factors in as much as whether or not they have been improving and learning.
If they are not making the effort, not learning and a hindrance - then whether or not you like them has less bearing. But if they are improving, stress that when asked.
Don't ever let anyone tell you emotions don't matter in business! Were that the case nobody would remain employed for long anywhere.
No matter what happens with the manager, talk to the coworker and be totally open and honest. Everyone deserves that.
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Frame it as SBI - situation, behavior, impact. Take the emotions out of it and frame it as a growth opportunity.
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Nice way to put it
If they were honest and had integrity, I would take more time to help them realize where they need to improve and help them improve their job ability so it’s not to create problems for the team or for the company
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Good approach
Be as honest as possible, based upon your knowledge. Then let the chips fall where they may. Not everyone is good for every role.
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Fair
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Start by saying - I was not managing him, so know very little, how much effort he was putting . I can only see the outcome.
And then, you can give your honest feedbck.
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Yes, that is likely the best way to remove biases
I never frame it as "bad" maybe "weak in and needs extra support in X" or "actions(s) Y are having reproductions on other staff and this needs to be addressed before it becomes pragmatic". It's nit up to you to make decisions on the coworker but you can have an effect on the outcome of their future at your employer...
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Yes, agree
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To be honest, I think the manager should be able to tell how well the co worker is doing already. I think you can feed some things in of areas they are / aren't doing well and maybe the manager can support the coworker to develop in areas they need.
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This is what i would expect as well
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To be honest, I think the manager should be able to tell how well the co worker is doing already. I think you can feed some things in of areas they are / aren't doing well and maybe the manager can support the coworker to develop in areas they need.