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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For each employee’s performance expectations, set A, B and C goals, suggests the SmartBlog on Leadershop. “C” goals are Comfortable; “B” goals are Believable; “A” goals are Awesome.
Once in a while, promotions just don’t work out. Someone who was great at one job might bomb at another. That’s especially true if the new job involves different skills and talents. Don’t let past performance make you hesitate to discipline.
HR professionals are often among the first to know that big organizational changes are on the way. If you learn about an upcoming merger, don’t spill the beans, but do diplomatically prod managers to complete all pending performance evaluations.
Follow these guidelines to deliver effective and efficient performance reviews.
A records retention schedule ensures that an organization keeps the records it needs for operational, legal, fiscal or historical reasons, and then destroys them when they're no longer useful. You have to know what you have and how long to keep it—legally and for your own business purposes—before you can establish an efficient records management system.
With employment litigation rising steadily, the employee handbook has become an essential tool in the employer’s arsenal to defend against liability for employment decisions. A good handbook tells employees what the rules are and how they will be enforced ...
Different employees crave different things from their managers. Here’s practical advice you can give the bosses in your organization. You’ll help them focus on the managerial qualities that matter most to employees—and forget about the window dressing workers don’t care about.
Six Los Angeles-area soda company employees will share a whopping $17.7 million in damages awarded after they successfully sued the Dr Pepper Snapple Group and related companies for age discrimination.
Some employees don’t take direction well. One approach turns such employees around: Insist that the employee sign on to a performance improvement plan. If he refuses to cooperate, document that refusal. You can then safely terminate the employee for insubordination.
Do you evaluate employees’ overall performance and then conduct a special appraisal to determine extra rewards such as bonuses? If so, make sure both processes paint a true performance picture and don’t contradict each other.