by Jathan Janove, Esq., Ogletree Deakins
When Suzanne Benoit, SPHR, joined Wright-Ryan Construction as its HR director, she learned that the company had been using an annualprocess that wasn’t yielding the results it wanted. She then created a new process designed to improve performance, accountability and .
Here’s a conversation we recently had about how that process worked and its results.
Jathan Janove: What led you to conclude that the existing performance review program needed calibration?
Suzanne Benoit: Although it was set up for the anniversary of each employee’s hire date, the company did not perform reviews consistently. The computer program was complicated and some managers avoided it. When reviews were done, the scores did not connect well with business results. Evaluations tended to be subjective. Managers were also evaluating twice: once for a base salary review and a ...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Lessons from the 2006 SHRM conference: Metrics: Track each employee's 'Baseball card' statistics
- So an employee tells you she's seriously ill ... now what?
- Victoria's Secret lawsuit serves as warning about pregnancy bias
- Courts require you to adapt technology for disabled staff