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 60
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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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Some employees—confronted with their own shortcomings—insist on deflecting blame. Perhaps they try to argue that so-and-so—who doesn’t belong to the same protected class—always gets away with the same poor work and conduct that they’re being criticized for. If you truly believe there is no merit to such an employee’s allegations, you probably don’t need to sweat it ...

Employers know they can’t retaliate against employees for speaking with EEOC investigators about possible discrimination ... But what about simply standing by as a spouse or significant other sues the same employer? Do you have to worry that
any job changes for the silent spouse will spur a successful retaliation lawsuit?

Sometimes, you just know that the reason a supervisor offers in a memo or e-mail for wanting to fire someone is going to look suspicious if the employee ever sues. If you can’t persuade the supervisor to reconsider, resist the temptation to help sugarcoat the situation with a neutral-sounding reason. It will only make matters worse when the employee’s lawyer inevitably discovers the memo or e-mail ...

When some employees approach retirement, they begin to coast. They may think that there’s no way their employer will let them go at their age, assuming management will be afraid of an Age Discrimination in Employment case. The truth is, that worker isn’t untouchable. Here’s how to handle the situation when you discover the employee is still coming to work but has mentally retired ...
Q. I work in the HR area at my company and just learned that an employee who is experiencing some personal problems is now having performance problems at work. I also learned the employee has made threats about hurting his boss and a certain co-worker. What should I do? ...
Q. I work in HR at a customer call-in center. To make sure we have enough coverage to handle calls, we have a strict tardiness policy. Recently, one of our customer service agents was late for work several days in a row. She is an otherwise outstanding performer and we don’t want to fire her. In the alternative, we would like to suspend her for one week without pay. Is that legal? ...
Performance review meetings can bring anxiety to both sides of the desk. But it doesn’t have to be that way. With the right planning by supervisors, the meeting can be a productive, morale-boosting exchange. Here are seven steps for running productive and stress-free performance review meetings.
You don’t have to fear being sued for ADA or FMLA violations just because you discipline a disabled person. Just as with any other employee, you can discipline if you focus on the tasks not completed and the rules broken. When it comes to attendance infractions, carefully document tardiness and absences that are not related to the employee’s disability or serious health condition ...
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