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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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Employees who have just lost their jobs usually leave their termination meetings in a foul mood. So, don’t give them any reason during that meeting to send them marching to a lawyer’s office. As you’ll see in the following case, one inflammatory phrase from a supervisor can spark a lawsuit.

“I’m worried the team won’t like my suggestions.” “I’m worried I didn’t give my boss enough time between flights.” “I’m worried they’ll eliminate my position.” Everybody worries sometimes, but too much worrying becomes a mental bad habit that costs time, money and personal sanity. What to do instead? Make worry WORK for you.

Nonexempt employees are entitled to be paid for all the hours they work. Before issuing a performance appraisal that hails hourly employees for coming in early and staying late, make sure they were appropriately compensated. Otherwise, your praise may come back to haunt you.

An employee’s request to take FMLA leave can be frustrating for supervisors who have to manage schedules and projects. But if bosses voice those concerns in a way that seems angry or annoyed, they may be creating the perfect storm for an FMLA interference lawsuit.

Common sense says that if a manager hires someone knowing that she belongs to a protected class, the manager probably won’t turn around a few months later and fire the new employee because she belongs to that protected class. That’s why you should make it a policy that the same managers who make hiring decisions also make termination decisions.

An employee’s request to take FMLA leave can be frustrating for supervisors who have to manage schedules and projects. But if they voice those concerns in a way that seems angry or annoyed, they may be creating the perfect storm for an FMLA interference lawsuit. Remind them to accept FMLA requests professionally, without emotion.

Some employers try to avoid the impression of retaliation by making sure that whoever makes disciplinary decisions doesn’t know about any discrimination complaints. That way, they can argue that if the decision-maker wasn’t privy to the complaint, he couldn’t be retaliating. It isn’t quite that simple.

How many times have you used an employee’s performance review to find out how your performance is? Dan Rosensweig, CEO of Chegg, starts the conversation with the employee this way:

Question: My boss has promoted me, and I now manage five people. He wants me to do performance evaluations, but I have no idea what these employees’ salaries are. He feels that I don’t need to get involved in the “money” side of things. How can I establish my authority if I’m not given sufficient information to manage these people?
The Federal Jury Act makes it clear that employers may not “discharge, threaten to discharge, intimidate, or coerce any permanent employee by reason of such employee’s jury service, or the attendance or scheduled attendance in connection with such service, in any court of the United States.” Two recent cases show that courts won’t turn a blind eye to employers that fire workers because of jury service.
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