Employees often have legitimate reasons for accusing their employers of retaliation. But sometimes, employees themselves retaliate against a company, either out of malice, or to head off being fired. That’s one reason it pays to try to anticipate employee misfeasance and guard against sabotage.
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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If you feel as though you’re doing more but getting less done, it may be because you’re still multitasking. Leadership expert Stever Robbins may have put his finger on why: You like to multitask. “Just don’t expect to accomplish very much doing it,” he says. Robbins has developed a system that can help you maintain concentration and do more in less time.
As another year winds down, the economy isn’t the only thing that’s in a slump. Plenty of workers are in the doldrums, too. They feel stuck in their jobs because new ones are hard to come by. They can’t afford to retire. So they’re not performing as well as employees who look at their jobs as labors of love. Here's how HR can help get them back on track.
While employee handbooks are not required by law, they can prove essential — especially for small business owners that can't afford to lose a harassment or discrimination lawsuit. The employee handbook has become an essential tool in the employer’s arsenal to defend against liability for employment decisions.
Sometimes, managers and supervisors just want their employees to get along and get their work done. When they hear someone complaining about sexual or other harassment, they may be tempted to blow it off as a distraction and just ignore it or tell the co-workers involved to stop it. That’s not good enough.
Someone who harbors animosity against a protected class isn’t likely to hire someone he knows belongs to that protected class. If a manager picks a black man as his preferred candidate for an opening and offers the job, he probably isn’t a racist. If that same manager finds out the new employee isn’t as qualified as he sounded or looked on his résumé, he should be the one to make the termination decision.