You should conduct regular appraisals of your employees’ performance for two important reasons.
First, periodic and competent appraisals reduce the opportunity for a discharged employee to claim unfair treatment. The appraisal process alerts an employee to what you expect of her, where she is deficient and how she can improve her performance.
Second, the appraisals constitute documented proof of unsatisfactory performance that will help you justify employment decisions.
That’s why more and more organizations are leaning toward a continuous program of performance management that encourages both the success of the organization and the personal advancement of employees.
Does it sound daunting? It needn’t be. Not when you have The Complete Performance Appraisal Kit to help you develop a program that’s just right for your organization. Learn More
To make your appraisal system effective, consider adopting the following guidelines:
- Review your evaluation techniques. Your performance standards should be quantifiable, not subjective. Standards for individuals performing the same job should be applied evenhandedly.
- Emphasize to supervisors the importance of truthful and accurate performance reviews. Supervisors are often overly lenient when it comes to rating employee performance. But by sparing the worker’s feelings, the supervisor could be inviting trouble for his employer. In a wrongful-dismissal suit, it may be difficult for your company to explain why it discharged an employee for poor performance if he received positive evaluations.
- Give employees the right to respond to their appraisals. A worker should have the opportunity to agree or disagree with the list of principal duties on which his performance was rated. Employees should sign a statement indicating that they have read their appraisals.
The linchpin document of the whole system: the Model Performance Appraisal Form. It helps you and your managers improve the consistency and reduce the subjectivity of your performance appraisals by defining exactly what each rating means. Take a look at The Complete Performance Appraisal Kit right now!
Beware risk of overly complex rating systems
You may also want to dump overly complex evaluation methods. If your rating system is too complicated for even your supervisors to understand, it’s time to simplify it.
Reason: When employees become confused about the evaluation process, they’ll start to believe that you aren’t treating them fairly. That suspicion may prompt a call to an employment lawyer, who’ll want to take a closer look at your system. Then, your organization is at the mercy of clever statisticians who will try to deconstruct your plan to prove discrimination.
In one recent case, two female employees argued that their employer was penalizing them for taking time off to care for their children. The women suspected that the company’s complex evaluation process somehow treated them unfairly, but they weren’t sure how. So they hired attorneys, who couldn’t figure it out either, so they hired experts. Four experts and 16 expensive depositions later, the process was deconstructed and the case settled for $600,000 in lost wages, plus $400,000 in legal and expert fees. It seems the process managed to count protected child-rearing time as a negative factor, proving the women’s suspicions were correct. Vosdingh, et al., v. Quest, No. 03-4284.
The Complete Performance Appraisal Kit includes a comprehensive CD with the entire manual AND a complete library of documents. Literally dozens of documents in Word format for you to download, edit as needed and save on your hard drive for use again and again. Including:
And more! Yes, The Complete Performance Appraisal Kit will reduce anxiety and extract maximum benefit from your worn-down appraisal process. The kit is ideal for any organization with any level of sophistication in appraisals.
- 360-degree performance review
- Employee pre-appraisal performance assessment
- Managerial self-assessment
- Performance appraisal follow-up
- Feedback log
- Improvement plan
- Performance management audit
- Performance problem analysis guide
- Pre-interview checklist for employees
- Problem analysis and corrective action plan
- Progressive appraisal meeting language
- Sample performance improvement memo
- Statement of employee goals
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