Managers may dread performance re-views, but employees are more receptive to them than you think. In fact, 77 percent of employees polled by staffing firm OfficeTeam said they considervaluable. Only 8 percent said they weren't valuable at all.
Advice: Remind managers to be alert to these four potential pitfalls that make reviews less effective and heighten the legal risk:
1. Saving up all feedback. Don't wait until theto share compliments and constructive criticism. Offer feedback throughout the year. That way, nothing in the review should come as a major surprise.
2. Winging it. Instead, prepare in advance for individual meetings with employees. Tell the employee what will be discussed, how much time to set aside for the meeting and how you would like him or her to prepare, preferably with a self-evaluation first.
3. Failing to consult others. If em-ployees work regularly with people in other departments, ask those co-workers for feedback prior to the meeting. You may be surprised what you hear.
4. Not following through. Make sure you and your employees reach agreement on key objectives for the coming year, and establish checkpoints to assess their progress in the months ahead.
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