Some employees think they know their jobs better than their supervisors do. They want to decide which parts of their jobs are important and which parts are not.
Then, when employee evaluation time rolls around, they try to show that they achieved their own goals for their jobs—even though management wanted other goals met. Then they argue that they shouldn’t be disciplined or held to the stated goals.
Don’t let this happen. It’s management’s prerogative to run the business and decide what is important. Discipline employees who insist on doing things their way if that isn’t what the company wants.
A good performance review can—when used correctly—be your single most effective tool to assess past work AND set future goals. Learn more...
Recent case: Katrina Brown, who is black, worked as a nursing services manager for a hospital. Her supervisor gave her a performance review that highlighted several goals for the year. Brown didn’t achieve those goals. When counseled, she insisted her supervisor didn’t understand what her job’s goals should be.
This continued for several performance review cycles until the hospital gave Brown the choice of termination or resignation. She resigned and sued, alleging race discrimination.
The case was dismissed after the hospital listed the goals Brown hadn’t met. Brown tried to argue that she had met her own goals—goals she said represented what her job really was. The court said she didn’t have that option. The employer has the right to decide which parts of a job are important. (Brown v. Ohio State University, No. 2:07-CV-479, SD OH, 2009)
This 75-minute CD on conducting performance reviews will teach you how to extract the maximum benefit from your worn-down appraisal process, as you find out:
Learn more about this Performance Reviews CD!
- The 11 steps every supervisor should take to complete the review process in a legal and effective manner.
- The one legally explosive word you should avoid in every performance review.
- A checklist: Top 5 factors of a first-rate evaluation.
- Whether you should require that employees sign their reviews.
- The 4 steps to prepare for appraisal discussions.
- Ways to minimize the odds for legal troubles during reviews.
- Guidelines for writing reviews that grab employees' attention and improve performance right away.
- Bonus: The Top 10 mistakes employers make in hiring and firing … and how to avoid them.
- If new employee clearly isn't working out, fire and move on
- Make sure attorney coordinates your response to disability retirement claim and ADA defense
- Good news for less-Than-Perfect workplaces: No need to sweat the small stuff
- Is there a 'cooling off' period for layoffs?
- Spell out FMLA intermittent leave timing in handbook—or risk a million-dollar mistake