Nothing raises suspicions among employees (and juries) than effusive praise followed by a pink slip. So here’s a tip that will make courts more likely to uphold your termination decisions: Make sure whatever reason you use to justify a firing also shows up in past performance evaluations.
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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You’re as dependable as a Swiss train: You never miss deadlines, never show up late and always complete even your worst projects ahead of schedule. In return, you’d hope management would offer its appreciation once in a while. Here’s how to get the recognition you deserve without looking as if you’re seeking attention.
Presumably, when you terminate an employee, you have good reasons for doing so. If you pile on more reasons later, it may look as if you are trying to cover up a discriminatory decision with a host of excuses for why you fired the employee.
Andrew Kurtz, part of a crew of guys who dress as hearty snacks and race around the Pittsburgh Pirates' stadium at every home game, was canned after criticizing team executives on Facebook. There's a lesson in here somewhere—perhaps on social media, perhaps on the tricky decision about who to fire when things aren't going well.
When you find out that an employee has been doing things that make the work environment sexually hostile, you must fix the problem right away. The sooner you do, the less likely that an employee will successfully sue. That’s because employees have just 300 days to file EEOC charges. That clock starts ticking as soon as you start acting to clean up the environment.