Total Articles: 15
Performance Evaluation Worst Practices
Part 2 of our discussion on performance evaluations
Evaluation Evaluation
Are you measuring and rewarding the right behaviors? A simple tool to help you assess how your performance evaluations perform.
Performance Reviews as Plaintiff's Exhibit A: What to Include and What to Keep Out
We all know that most managers do not enjoy giving performance reviews and frequently approach them as "busy work" or just more paperwork to complete. One year of an employee's efforts is summed up in just a word or two, such as "satisfactory" or "fair" (the performance review equivalent of "fine"). Sometimes managers would rather not give honest feedback to their employees about the need to improve their job performance and just give them a pass instead. This approach, while not uncommon, is unfortunate because when managers fail to provide meaningful comments in their reviews, not only do they deprive their employees of feedback that could actually help improve their performance, but they also provide their employees with potentially powerful evidence should the company and the employee end up in litigation one day.
A Better Mousetrap? (Auto Dealership Update)
One area where many dealership managers continue to struggle is in effectively counseling poorly performing employees – and documenting that effort. Those managers who actually document their counseling generally tend to "write up" the employee, describing the events as the manager sees it, followed by a warning that discipline "up to and including termination" may follow. Then the manager presents the memo to the offending employee who is expected to sign it. The signed document is placed in the employee's personnel file. And life go
Should Performance Reviews Be Fired?
"Performance reviews." The words strike fear and dread in the hearts of employees everywhere.
Whac-A-Mole Maker Gets Whacked By Employee Sabotage.
Employee sabotage can take many forms. Employees can take documents with them when they leave to work for a competitor, for example. More insidious examples can involve employee destruction of files, causing enormous harm to the employer. Here’s one unfortunate story involving both kinds of sabotage committed by an employee of Bob’s Space Racers, the manufacturer of the classic arcade game, Whac-A-Mole.
March Mayhem Bracket For Employers: Biggest Workplace Headaches
About this time of year, most of your employees will start wasting a good chunk of their day filling out brackets in anticipation of the NCAA college basketball tournament. Why try to beat them when you can join them? Fisher & Phillips has created a bracket for employers, but instead of predicting basketball results, we want you to tell us your biggest headaches for employers.
EMPLOYEE PERFORMANCE EVALUATIONS
Employers have different perspectives about whether to conduct formal employee performance evaluations. Some employers believe the evaluation process is too time-consuming and are unwilling to invest the energy and resources necessary. Other employers evaluate their employees on a regular basis, such as annually, or at the end of the “introductory period,” but do not think about why it is important to do so.
The 'Silver Tsunami': Why Older Workers Offer Better Value Than Younger Ones.
Just a decade ago, experts warned of labor shortages in the United States and other countries as the baby boomers marched into retirement en masse. But with an aging population facing the prospect of living for decades on shrunken retirement funds, graying individuals plan to keep on working.
Im a Sucker for a Compliment
Managers often underestimate the power of a simple compliment. A timely, sincere compliment costs nothing to give but can yield terrific returns. Yet, many leaders regularly fail to take advantage of this tool. And some people yearn for compliments more than others. With these employees, recognition of a job well done or praise for a victory is even more powerful. Compliments can be given directly to the individual or they can be communicated to the individuals peers, colleagues, or supervisors.
Ranking Employees: Why Comparing Workers to Their Peers Can Often Backfire.
We live in a world full of benchmarks and rankings. Consumers use them to compare the latest gadgets. Parents and policy makers rely on them to assess schools and other public institutions, and sports fans like them for help in sizing up their favorite teams. But what about when rankings are used at the office for appraising staff performance?
It's So Hard Admittin' When It's Quittin' Time.
Mary Chapin Carpenter's song sums up a lot of wisdom about life and it also conveys some important truths in the employee relations area.
EVALUATING PERFORMANCE BASED ON SUBJECTIVE CRITERIA.
Performance evaluations and performance improvement forms, such as warnings, receive more scrutiny during employment litigation than during employment. When the employment relationship has decayed to the point that a lawsuit occurs, employment lawyers scour annual reviews, disciplinary records, and contemporaneous supervisors notes for evidence.
Goal setting and Cheating: Why They Often Go Together in the Workplace.
From childhood on, individuals are told that setting goals for themselves will make them more successful in whatever they set out to do - whether it's win tennis games, ace their exams or become CEO of their company. But goal-setting also has a dark side to it, according to a recent research paper by a Wharton faculty member and two colleagues. In addition to motivating constructive behavior, goal setting - especially if it involves rewards such as bonuses or perks - can also motivate unethical behavior when people fall short of the goals they set or that are set for them.
a primer on 360-degree feedback.
Discusses "360-degree" performance review model, which (unlike a traditional model) involves obtaining job perforamnce feedback from supervisors, co-workers, clients, etc.
