Q. Is it becoming a practice among employers to quit conducting
A. I would not say it is becoming common, but there is more discussion about whether systems are working and are worth the time and effort.
The issue is not whether you are going to give feedback on your employees’ performance, but if it’s going to be formalized in an annual process that is uniform throughout the company. If you feel the uniform, annual reviews are an tool and provide valuable information about your employees, then stick with it.
However, if you find that supervisors tend to see it more as just an administrative requirement that lacks real value, then this may be the time to reconsider the approach. A yearly period certainly should not be the only time you provide feedback.
From an employment litigation standpoint, accurate can be very helpful. However, if a terminated employee has five reviews in a row that duly certify he “meets company standards,” you are going to have some explaining to do to a jury.
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- Include staff self-Assessment in evaluation process
- Document performance problems even if they are not serious enough to warrant discipline
- Employment Laws: Compliance Thresholds