How to conduct employee performance reviews for leaders and managers — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Page 18
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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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Unless an employee has a poor performance history, don’t fire him a few days after he reports harassment.

The New Jersey Supreme Court has handed disgruntled employees a big weapon to use against their employers. The court ruled that Joyce Quinlan was within her rights to photocopy company documents—some of which were confidential—to use in a lawsuit against Curtiss-Wright, the aerospace company where she once served as executive director of human resources.

If your managers and supervisors respond to reference calls by offering negative information, a lawsuit is probably coming. That’s why the best practice is to refer all calls for reference checks to HR. Then, only provide the most basic information.
Former Baytown municipal employee Richard Hensley is suing the city, arguing that a negative performance appraisal he received reflects a pattern of discrimination against older workers. The lawsuit argues that the city of Baytown routinely replaces older employees with younger, unqualified replacements.
An employee who thinks her supervisor is out to get her may be on the lookout for perceived discrimination. She can turn a negative performance appraisal into a bias lawsuit. The only way to prepare for surprise lawsuits is to consistently treat all employees alike and document that fair treatment. For example, performance evaluations should include as many objective measures as possible, making it easier to compare employees.
Having complete records of why you disciplined an employee often gives a court the information it needs to decide whether you’ve discriminated—or even retaliated against someone who has leveled serious charges against you.
Here’s how to recognize if you’re not giving direct reports the feedback they need to step up their game, adapted from The 7 Hidden Reasons Employees Leave:
A co-worker makes Donna feel uncomfortable by spewing judgmental comments about her life choices. Donna wonders what to do about it. Is the HR department obligated to fix the problem? Or does this situation call for a frank co-worker-to-co-worker conversation?
Remember the good ol’ days when you could fire someone based on performance? All you needed was proper documentation. Well, those days are over. The U.S. Supreme Court has created a whole new class of plaintiffs—and added an extra step to your termination checklist…
When faced with a poor-performing or disruptive employee, it’s easy for supervisors to play the wait-and-see game and simply hope the situation will improve. But problems rarely solve themselves. And that’s especially true with problem employees. The best method? Meet with employees right when you spot problem behavior or performance—don’t wait.
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