Anything less than a completely honest performance appraisal will only cheat the employee out of personal development, plus it could set the stage for a discrimination lawsuit. Here are eight important do’s and don’ts:
1. DON’T fall prey to ‘halo effect’
Managers sometimes allow a single characteristic to influence their ratings of other unrelated factors.
Say an employee is willing and capable of taking on any project. That outstanding trait can cause you to ignore a worker’s shortcomings. It just feels wrong to give Joyce a 10 on initiative and a meager 5 on everything else. But it may be accurate.
Advice: Eliminate the halo effect by considering each performance element independently.
2. DON’T be overly lenient
Less experienced managers often feel uneasy about criticizing employees’ efforts. And seasoned managers may allow emotion to cloud the judgment of their long-term employees.
Leniency hurts company perform...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- When dealing with sexual harassment, fix the problem once and for all
- Poor review alone isn't grounds for lawsuit
- Chronic Fatigue Syndrome or Just Too Pooped to Work?
- Isolated slur doesn't justify harassment lawsuit