Performance reviews were supposed to be submitted two weeks ago. You’ve e-mailed one delinquent manager twice and even stopped by his office. Do you go over his head? Do you stew in silence?
Rather than hounding managers to finish reviews, set a clear review-timing policy and include the right mix of carrots and sticks. Following are some suggestions from other HR professionals that were submitted through the Forum section of our free HR Weekly e-letter:
Document & discipline. “If reviews are not completed on time, you should document it, just as they would for one of their employees who failed to do something in a timely manner.” —Jinnie, Minnesota
The bribe method. “I’ve worked for a company that offered rewards to managers who complete reviews on time. We offered baseball tickets and an afternoon off to the manager who completed his or her reviews first.” —Jennifer, California
Withhold manager’s raise. “Assuming that annual merit raises are handed out with appraisals, hold the increases for the managers who are late with their appraisals (and don’t give retroactive pay). Set the deadline for when they must be signed and on your desk. If they’re not, no merit increase for the manager until you have all of the reviews.” —Sheila K., Arizona
Tie to manager’s bonus. “I once worked in a company in which supervisors who did not submit their reviews before the announced deadline would see their bonuses decreased. Plus, it would go on their .” —T.O., Texas
Hold their hands. “You can help managers get over the hump by providing some sample phrases for each review category. Many times, managers just need some basic phrases to get started. HR can also provide training or role-playing for managers on how to conduct the review meeting.” —Ruth, California
Keep manager’s boss in the loop. “When requesting yearly performance reviews from managers, it’s always a good idea to ‘cc’ their boss (general manager, VP, president, CEO, etc.). That usually gets their attention.” —Elly, Pennsylvania
Urge employees to speak up. “We encourage employees to schedule time with their managers during review time to help managers keep on track and to keep from saving the hardest reviews for the end.” —Sherry, California
Draft new policy. “Our CEO decided to add ‘completing
within two weeks of established deadlines’ as a mandatory performance standard for every manager. Once they realized their own raises and bonuses could suffer, the problem faded considerably.” —Carolyn, Florida
Here's a policy that you can adapt to your organization:
“Supervisors and employees are strongly encouraged to discuss job performance and goals on an informal, day-to-day basis. In addition, supervisors will conduct formal with employees annually to provide both the supervisor and the employee the opportunity to discuss job tasks, identify and correct weaknesses, encourage and recognize strengths and discuss positive, purposeful approaches for meeting goals. Managers must conduct performance reviews for each employee annually during the month of May.”
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