The Manager's Guide to Effective, Legal Performance Reviews

 

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Manager's Guide to Effective, Legal Performance Reviews

Take the stress, hassle and unpleasantness out of your next performance review.

90% of U.S. businesses admit they have a poor performance review process. So just imagine how much better your company could be with clear objectives, increased productivity and happier employees. And suppose you're protected against legal risks, too!

Well, you can have all that. Here's what you need to know NOW …

checkbox YES! I want discover the secrets of effective, easy performance reviews to increase employee productivity and promote employee development. Please rush me The Manager's Guide to Effective, Legal Performance Reviews today. I can review it risk-free for 30 days. If my reviews are not improving the performance of my direct reports, you'll refund my entire purchase price. No questions asked. My order is risk-FREE!
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Dear Colleague:

I know it’s unpleasant. No one ever wants to do it. You even break out in a cold sweat just thinking about it. The whole thing is daunting.

Yet if you supervise people, it’s your responsibility to bring them in for their dreaded performance review. You stumble through small talk. Say some nice things ... and some not so nice things. When it’s over, you grin widely. Give a hearty handshake. Breathe an audible sigh of relief that you made it through another one.

If that sounds like you, don’t worry. You’re not alone.

In a recent survey by New York-based Sibson Consulting, two out of three companies said they don’t do performance reviews very well. One expert even says that nine out of ten companies have poor performance-appraisal systems in place.

But it doesn’t have to be that way. And it’s important that it’s not. Why?

Because your biggest competitive advantage you have in business today is your employees. Your success depends on them.

So if you’re not accurately relaying your company goals and expectations to your employees ... improving employee performance ... and developing employee potential, your company cannot thrive in today’s highly challenging marketplace. Period.

And a performance review can be your most valuable tool to improving your company’s bottom line ... IF you know how to give a good, accurate appraisal.

Now you can. The editors of The HR Specialist are offering a valuable report that can help you save time, eliminate review hassles and increase productivity: The Manager’s Guide to Effective, Legal Performance Reviews.
Now you can easily conduct stress-free performance reviews that clearly communicate company expectations and boosts employee productivity.
checkbox I want to order The Manager's Guide to Effective, Legal Performance Reviews today so I can give positive, accurate, hassle-free reviews to my direct reports. My order is completely risk FREE with your 100% Money-Back Guarantee. Please send my copy immediately.
Order your no-risk copy today.
We respect your privacy.
Why This Common Problem Could Give Your Performance Reviews a “Poor” Rating!
Here’s How You Fix It ...

The basic truth is, when it comes to giving a performance review, many managers simply don’t know how to start. The process can seem overwhelming.

How do you pull it all together? What do you base your review on? What’s important … what’s not? What do you need to do NOW to avoid a lawsuit? And on and on.

But your confusion is about to end. Because now you can discover the step-by-step secrets to implementing a performance review system that’s easy to follow and rewarding for both you and your direct report.

With The Manager’s Guide to Effective, Legal Performance Reviews, you’ll know exactly where to start … and how to prepare to give a professional review that accurately reflects employee performance and increases job satisfaction.

For example, you’ll discover ...
  • The simple “preview” you need for any effective performance review. Do away with it and you could end up in court.
  • The one thing you can easily fix that prevents charges of discrimination and eliminates expensive legal hassles. Stop frivolous employee complaints before they start.
  • The 6 key ingredients to a bullet-proof job description. Get them right or get ready for court.
  • Don’t fall into this legal trap when updating employee responsibilities. Most managers forget all about this. Courts take a dim view and they will sock you with an expensive judgment.
  • Does HR write your job descriptions? Uh-oh! This could be a costly mistake. Have this person write it instead.
  • Banish the “ignorance factor” from your next employee review. With this simple document in place, you’ll never see that “What you talkin’ about?” look across the table again.
  • A clever trick to eliminate redundant work and make your employee’s job more productive. Plus, you save time and cut costs, too!
  • The 3 paths you must take to develop strategic performance standards all your employees will understand. Inappropriate or unrealistic standards can depress employee productivity. Instead, discover the secret to motivating every employee.
  • Never use intangible factors, like personal traits, to judge an employee, right? Wrong! It’s OK if you do it this way, but definitely not this way. We clarify the difference.
  • How to create objective, equitable performance standards any employee can understand. This simple point system clearly defines superior, average and below average, so there are no misunderstandings – making the review so much easier for you.
  • The most useful and easy way to track employee performance. Do this once a day – or once a week – and your next performance review is a breeze.
  • The one employee record that stops a wrongful termination charge in its tracks. Works even though your employee doesn’t know you have it. Perfectly legal and it could save you thousands in legal costs.
  • How to avoid judgmental language when reviewing employees. Concrete, real-world discussion scripts you can use.
  • Your secret weapon to your best performance review ever. Keeps you focused and on track.
  • The 7 items you must review before one word is spoken in the review. Takes less than an hour, but so effective in getting things started.
  • Is it time to get rid of traditional rating scales? We discuss the pros and cons so you can make a smart decision for your company. Critical if you want to stay profitable in the 21st century.
Now you can easily conduct stress-free performance reviews that clearly communicate company expectations and boosts employee productivity.
checkbox I want to order The Manager's Guide to Effective, Legal Performance Reviews today so I can give positive, accurate, hassle-free reviews to my direct reports. My order is completely risk FREE with your 100% Money-Back Guarantee. Please send my copy immediately.
Order your no-risk copy today.
We respect your privacy.
The Key to a Stress-Free Review!

If you’re like me, I find the hardest part of any review is sitting across the table, looking direct reports in the eye ... and telling them the truth about their performance. Especially when the news is not what the employee wants to hear.

Too often we say the wrong thing … which can land the company in court with a sue-happy employee. And too often the company loses.

But The Manager’s Guide to Effective, Legal Performance Reviews shows you exactly how to have that conversation ... and make it productive, clear and motivational. Here’s what you’ll find ...
  • The “right” place and the best time to conduct the review to reduce anxiety. Make these small changes and your employee will be more relaxed and receptive to what you have to say.
  • 2 “don’ts” to avoid that can get your review off on the wrong foot. Emphasize this instead. Bonus: sample dialogue scripts to get you started.
  • 5 steps to discussing performance problems. A clear and straightforward plan to help you through this difficult conversation and see improvement.
  • 6 questions to ask an employee in his or her review. Helps you move the discussion forward and boost employee productivity.
  • OK, you’ve identified sub-par performance. Now what? How to successfully develop a plan of action to correct shortcomings and improve productivity.
  • When is the right time to add positive comments when performance is poor? The answer may surprise you.
  • The single worst mistake you can make in the review meeting. Totally deflates the employee and you never resolve the performance problem.
  • The most important skill you need when conducting the review. It’s easier than you think and it helps you quickly identify causes of performance issues.
  • How to tell well-performing employees they won’t be promoted. Tough, but necessary. Say this first – it clears the air.
  • Giving an employee a fancy new title is a great performance reward, right? Wrong! Inflated titles stir trouble ahead. Do this instead to protect your company.
  • What to do when an employee yells at you during the review ... or worse, cries. Simply do this one, very effective thing.
  • The 4 cornerstones to a successful review. Virtually anything can go wrong once you step into the review. Without these critical supports in place, you will never achieve the results you want.
  • When your reviews are too angelic. A simple trick avoids the “halo effect” and keeps your review grounded. If it happens to you, you’re not doing your employee any favors.
  • What to do when your employee is your buddy. Difficult, but it must be done.
  • The danger of “average” ratings. What you must know to ensure accurate performance reviews.
  • The common review mistake most managers make that could send you to court. It pulls the rug right out from under your company’s legal defense.
  • 5 communication pitfalls that drag down the effectiveness of your reviews. Can you afford to keep making these mistakes?
  • The one topic you should NEVER discuss in a performance review. It sends the review spiraling out of control.
  • The final – but largely forgotten – step in your review. But it’s the most important to increasing employee productivity. Simple once you know this.
  • 6 problems that stop employees from achieving success. And 6 solutions to helping them overcome these challenges.
  • The one “poor-performer” problem you can never resolve. Cut loose and move on.
  • Should employees rate you? Maybe! If you use this sample subordinate evaluation.
  • Discover the hottest trend in performance reviews – the 360-Degree Appraisal! What it is and how it works. And most importantly, is it right for you?
  • The 7 sins of traditional performance measures. How many are you committing?
  • What’s the right performance appraisal system for you? For best results, you must include these 5 ingredients ...
Now you can easily conduct stress-free performance reviews that clearly communicate company expectations and boosts employee productivity.
checkbox I want to order The Manager's Guide to Effective, Legal Performance Reviews today so I can give positive, accurate, hassle-free reviews to my direct reports. My order is completely risk FREE with your 100% Money-Back Guarantee. Please send my copy immediately.
Order your no-risk copy today.
We respect your privacy.
Create a Culture of Continuous Improvement and Employee Value

As you can see, The Manager’s Guide to Effective, Legal Performance Reviews is jam-packed with tips, tricks, strategies and techniques that remove the awkwardness and uncertainty from any performance review.

In addition to everything I’ve already mentioned, you’ll find a series of performance “audits” in The Manager’s Guide. These audits ask you a series of specific questions to help you immediately identify the strengths and weaknesses in your performance appraisal system.

Then, with the secrets you discover in The Manager’s Guide to Effective, Legal Performance Reviews, you’ll be able to transform your reviews from dread-filled meetings to positive coaching sessions to bring out the best in your staff.

With this important guide at your fingertips, you will no longer face stressful performance reviews not knowing what to say … or how to say it.

Instead, you can reaffirm performance expectations, correct problems, communicate effectively and get the results you desire.

Now you can improve employee development, align employee efforts to your company’s goals and boost your corporate bottom line.

So don’t wait. With our 100% Money-Back Guarantee, you have nothing to lose, except that sinking feeling in your stomach whenever you have to do a review.

Order your copy today! You’ll be glad you did.

Yours for easier, more productive performance reviews,



Phil Ash
Publisher
Now you can easily conduct stress-free performance reviews that clearly communicate company expectations and boosts employee productivity.
checkbox I want to order The Manager's Guide to Effective, Legal Performance Reviews today so I can give positive, accurate, hassle-free reviews to my direct reports. My order is completely risk FREE with your 100% Money-Back Guarantee. Please send my copy immediately.
Order your no-risk copy today.
We respect your privacy.
P.S. Download your copy NOW! Don’t wait another moment to be without this valuable, time-saving, productivity-enhancing information. You’ll also appreciate the special appendix that reviews one of the best performance-appraisal software solutions available today. You can download a copy of The Manager’s Guide to Effective, Legal Performance Reviews instantly. Or we’ll be happy to send you a hard copy in the mail. Whatever works best for you.
P.P.S. And remember, your order is completely risk-FREE! If, after 30 days, you haven’t transformed your performance reviews into dynamic sessions to improve employee performance, then simply call us. We’ll refund every penny of your purchase price. No questions asked. For your peace of mind, order your copy today!


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