Ah, the “halo effect”—the practice of inflating an employee’s annual evaluation to increase overall morale and avoid the unpleasantness of telling underperforming workers what their weaknesses are. Nothing makes life easier for a harried middle manager who wants to avoid conflict with staff than telling everyone they’re doing great (or at least not doing badly).
Too bad using the halo strategy both undermines performance and exposes employers to legal risks.
Performance problem? Can’t be!
Overly rosy evaluations may work in the short run, but they almost always lead to problems over the long term. Inevitably, something goes wrong. Maybe a new hard-line manager steps in and wants to eliminate underperformers. Or, maybe a known underperformer commits one mistake too many.
Whatever the reason, the time always comes when the company is ready to part ways with a subpar employee, only to discover—after looking at the employee...(register to read more)
- What does the proposed Employee Free Choice Act involve, and what are its prospects?
- Wrap up 2013 right: What to check in your annual HR policy review
- Lawful Off-Duty Activities Statute requires caution before discharge
- Chief under restraining order for harassing firefighters
- Trend: Leadership evades women