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…
At work, numbers speak volumes. If you can’t show, quantitatively, that something is improving, then how can you really know it’s improving? It’s not surprising, then, that more admins are being asked to set SMART goals—specific, measurable, attainable, realistic and timely goals—to be evaluated against.
A comprehensive document management system can help your business boost productivity, improve the bottom line and stay out of legal trouble. Here are three ways to organize files for easy retrieval, establish a record retention schedule and tame your wild email inbox.
HR Law 101: Your employee handbook should include statements on these topics: a welcoming letter from the CEO, rules and procedures, your employment policies, compensation and benefits, safety and health rules, an affirmative action statement and an acknowledgment receipt form ...
Do you “play favorites” with certain employees? Most managers would probably say “no,” but people often harbor unconscious perceptions that can influence day-to-day decision-making and job reviews of the employees they manage. Several factors unrelated to employee performance can impact evaluations conducted by managers.
Issue: Maintaining personnel files is a chore, but it's the most important element in defending lawsuits and regulatory claims. Risk: Failing to organize your files correctly exposes you to civil ...
To be eligible for FMLA leave, employees have to show more than that they suffer from a serious health condition. They must also show that they can’t perform at least one essential job function because they have that condition or are undergoing treatment for it. For employers, that means it’s necessary to compare the employee’s certification and his job description.
As an HR pro, you probably have to review all employee evaluations as well as records of employee complaints. Keep close tabs on both. Why is that important? Because even an all-star employee can let her performance slip or do something that breaks company rules.