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...(register to read more)
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