It happens to every manager: You sit down to prepare a staff member's review and realize you can remember only what the person has done the past few weeks. Or you allow only a single incident (good or bad) to color your assessment.
Supervisors should never rely solely on memory to evaluate employee performance. That makes appraisals far more difficult than necessary. Instead, it's best to institute a simple recording system to document .
The most useful, easy-to-implement way is to create and maintain a log for each person. Performance logs don't need to be complicated or sophisticated. They can simply be sheets of paper in a folder or a file on your computer. Choose whatever means you're comfortable with.
The key is to establish a system that you will use regularly. No matter how you take notes, make sure to keep them confidential.
Many employee lawsuits can be quickly dismissed if performan...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- Contractor or employee? New IRS audits turn up heat on worker misclassification
- In wake of AIG debacle, 10 steps toward better bonuses
- Obesity discrimination is common — and against the law
- How not to handle FMLA leave: Do what Chicago did to a seriously ill employee