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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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A disgruntled employee is terminated for poor performance. On his way out, he threatens his manager and co-workers. Fortunately, situations like this usually end with the terminated employee cooling off, filing for unemployment and getting on with his life. But what happens when the employee doesn’t let it go? ...

Attorney General Tom Corbett is investigating more than 135 Pennsylvania residents who allegedly bought diplomas from a business in Spokane, Wash., that sold high school diplomas and college degrees under the name Saint Regis University ...

When you decide to give employees a pay raise—or deny them one—always document the reason. The key is contemporaneous, logical explanations. Few employees will succeed in proving that your reasonable rationale is really a pretext for some form of discrimination ...

Many employers looking for ways to deal with the financial hardships of today’s tough economy are considering reductions in force (RIFs), layoffs and other forms of organizational restructuring. But how you conduct a RIF may spell the difference between a fresh start for the company and a nightmare of litigation ...

If your organization has plenty of employees but not enough of the ones with the skills you need to survive the economic downturn, you’re going to have to change the way you pay them. Make three changes to weather the tempest ...

In most states, workers are employed on an “at will” basis, meaning they can leave the company at any time. Conversely, employers typically retain the right to terminate workers at any time for any legal, nondiscriminatory reason. Courts continue to chip away at the at-will doctrine, providing less flexibility to employers. This has led to an increase in wrongful discharge lawsuits ...

A sudden drop in demand threatened DocuSign, an electronic-signature service. Two of DocuSign’s primary markets suddenly unraveled. CEO Matthew Schiltz could have gathered his senior managers behind closed doors to fix the problem. Instead, he invited all 40 employees to a town hall meeting, where the leadership team laid out the situation and asked for help.

We’ve all encountered the type: employees who are smart—and know it. They work hard and produce results. But they are so arrogant, so abrasive and so insistent that their way is the right way that they kill morale. You don’t have to keep them on just because they meet or even exceed business goals ...

Retirement plan administration and health and wellness programs lead the list of functions HR departments ask outside firms to perform ...

Layoffs are in the news. With a recession looming, this necessary evil is on agendas throughout corporate America. A layoff—or RIF—is a tricky, painful process for management, those who lose their jobs and even employees who remain afterward. Here are four critical and often overlooked RIF potholes that can make the route more treacherous than it needs to be ...

No one likes to think about layoffs. The best way to survive a layoff, though, is to prepare and protect yourself ahead of time.
“Our People Are Our Greatest Assets.” It’s been one of the business world’s favorite clichés for decades. For just as long, it’s prompted eye rolling from the greatest assets themselves. Now a provocative BusinessWeek article takes HR to task for allowing talking the talk to stand in for walking the walk. Do any of these accusations sound familiar?
All companies have a large investment—time and money—in their human capital. A company would never hesitate to fix a machine, repair a plant or improve a work site, so why not treat human assets the same way? The key to correcting performance problems is a collaborative effort between a supervisor and an employee. It’s not the responsibility of the HR department ...

An important—but often overlooked—step in performance appraisals is to ask employees to grade themselves. But don't just give them the same appraisal form used by supervisors. Instead, use a separate form that allows them to recap their achievements, identify shortcomings and initiate discussions regarding their development.  A good self-evaluation form asks these three core questions ... 

With gas prices shooting past $4 a gallon, employees with long commutes may be rethinking their job choices. You can help ease their pain (and collect some tax breaks) by introducing commuter-assistance benefits and programs. We offer tips and case studies that explain how to do it.

The California Supreme Court has ruled that when and how state employees can file whistle-blower lawsuits depends on which agency they work for. For example, regular state employees can sue if they first ask for a ruling from the State Personnel Board ...

It isn’t enough to fix discrimination and end harassment when you find out about it. Under California’s Fair Employment and Housing Act (FEHA) your organization has a duty to prevent it ...

Employment terminations fall into several categories. Whether the situation involves new hires who didn’t work out, firings for cause or performance issues, or voluntary resignations, terminations often lead to litigation. For each type of termination, there are some common ways employers can make sure they can defend themselves if challenged ...

Sports coaches don’t wait until the end of the season. They coach after plays and innings.
It's possible for an organization to keep or even add employee benefits while tightening its belt and saying no to labor-intensive new products. How? Offer more voluntary benefits, which require little to no administration by HR and are paid for entirely by employees who choose to accept them ...
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