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Performance Reviews

For most managers, conducting effective performance reviews is the most daunting part of their job. Don’t look on it with dread! Make your performance appraisals work for you, not against you with these tools: performance review examples, tips on writing employee reviews, sample performance reviews and employee evaluation forms.
So, your tasked with assessing employee performance and writing performance reviews. Where do you get started?

See more scripts and strategies for writing performance reviews and conducting valuable employee appraisals. Get a sample performance review and employee evaluation forms when you sign up for our Free email newsletter for Leaders & Managers like you…

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Q. I work at a software firm in San Francisco. It’s supposedly a hip company, but I’m fed up. I was promised a performance review every six months, but after 14 months I’m still waiting. And when I asked for leave to be with my wife when she had a baby, the company’s personnel person said, “We may have to dock your pay. I’ll get back to you.” She never did. The company’s CEO keeps saying that we’re in an industry with no accepted business model. But is that an excuse for running a sloppy business?
If you’re fed up with an employee’s poor performance, don’t just criticize or demand better work.
A federal district court in Minnesota recently decided that menopause is not a disability covered under ADA.
Q. For seven years, I’ve worked for a small construction company. To ensure advancement, I attended college at night to get an accounting degree. My boss recently told me that I have not stepped up to the plate to make any real contributions.
Beware of a probe recently launched by the Equal Employment Opportunity Commission.

Q. I’m fed up with waiting six months for a great performance review, only to get a measly little raise. This has gone on for four years. What can I do to break this cycle?

Q. During a performance review, my boss asked me what salary increase would “keep me happy.” I responded, “What am I worth to the company?” I thought that was a smart move, but I was wrong. My boss didn’t really answer the question. The next week he told me what my raise would be in a voice-mail message (he was out of town). I was disappointed.
You never appreciate a good performer until you’ve fired a bad performer. That’s because bad performers take so much time and attention to manage.
If your boss’s favorite phrases are “let me mull that over,” “this isn’t the best time for that” and “I’ll get to that later,” then you may need to take unilateral action to produce results. Otherwise, you might grow frustrated by all the delays and lack of follow-through.
When you give a performance appraisal, begin by providing a straightforward overview of how the employee’s doing.
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