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?
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Even legitimate discipline against a lousy employee can spell FMLA trouble if somehow that discipline happens more quickly than it did for other employees with similar disciplinary problems. Advice: Take your time when disciplining workers who have taken FMLA leave. It’s better to be right than fast.
When it comes to deciding whether to grant reasonable accommodations, the first step is to determine whether the employee is really disabled. A diagnosis isn’t the last word. Does the condition actually limit the employee in some substantial way?
After two years of painful payroll reductions, some employers are considering pay raises. In many organizations, pay hikes will come in the form of variable compensation plans. Experts say these two tactics can help HR pros create variable pay plans that strike a balance between risk, reward and fiscal stability.
You may have employees who perform well but could do better—and you might have some ideas about how they can do that. So at evaluation time, you rate them as good or even excellent employees and want to include some specific suggestions in the narrative part of the evaluation. But you also know that some employees are sensitive to criticism. What should you do?
When supervisors hear someone complaining about sexual or other harassment, they may be tempted to blow it off as a distraction or tell the co-workers involved to stop it. That’s not good enough. To prevent a successful employee lawsuit, you must impress on first-line supervisors and managers that it’s their responsibility to report any sexual harassment complaint to HR or other appropriate company official.
Before you officially terminate an employee, make sure you have nailed down the reasons. That’s the official word—even if your decision is challenged. Here’s why: A court may see new or additional reasons as evidence that the first reasons were just excuses.