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?
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by The HR Specialist: Employment Law on March 1, 2005 12:00am
in Employee Benefits Program,Employment Law,Hiring,HR Management,Human Resources,Leaders & Managers,Management Training,Office Management,Performance Reviews,Records Retention
Think about the amount of information and records that you maintain about employees. Now, think about the valuable information you possess about your clients and customers. Do you treat those two ...
It happens to top male managers with the best of intentions: You evaluate a poor-performing female employee and, instead of citing her problems straightforwardly, you unknowingly ignore or soft-pedal them. This is a fairly common problem. Research indicates that male managers give female employees performance reviews that are not as forthright as those they give [...]
As part of his age-bias lawsuit, James Halloran claimed that his employer's HR director signed Halloran's signature to the bottom of a negative performance review. At trial, the company admitted to ...
If it's unusually quiet in your office while you're reading this, it's probably the week between Christmas and New Year's, when most businesses slow down.
Can supervisors be guilty of retaliation if they give a mostly positive performance review? Yes, it's possible.
As the following case shows, if an employee views any part of her ...
Issue: Most organizations lack formal elder care benefits or policies. Instead, they assist employees by making exceptions to other policies.
Risk: Unless you apply those exceptions fairly, you'll risk complaints ...
Issue: Don't always rush in to solve employee problems for managers; sometimes, just listening is the best course.
Benefit: Effective listening casts you in the role of coach, encouraging managers ...
Look for the deeper reasons why people leave your organization. Use these exit-interview questions to smoke out chronic problems:
As part of your performance reviews or progressive discipline process, you probably ask for the employee's signature to acknowledge the issues discussed and actions taken. What if that document is likely ...
Somewhere along the line, you will en-counter poor-performing employees who whine, assign blame, watch the clock or drag down morale. These types might improve with counseling, but the odds are they won’t. Why, then, might you hesitate to fire such people? Here are four lousy excuses for not imposing proper discipline: 1. “I need him.” [...]
