.

 

An employer gets in "trouble" when it comes to challenges by employees for disciplinary action imposed, particularly when there are inadequate or inaccurate performance evaluations and/or an inadequate performance management system overall. Nothing is worse to an employee than being "blindsided" by the information.  Further, most employees become disgruntled when they feel they are not being evaluated objectively and timely.  Believe it or not, it is the employees who truly want this feedback, despite what they may say.  Employee evaluations are a key form of communication with employees, ensuring all are focusing on the important aspects of the job duties and doing them well.  Further, such evaluations help identify areas where additional training is important. 

 

Conducting employee evaluations in an effective manner "show" that you care about your staff and value their work when you take the time to meet with them personally to review performance.

 

More than worrying about being sued, focus more on being proactive and take care of this to ensure you are on solid ground and more importantly have good, respected, management practices. 

 

HERE ARE SOME TIPS!

 

Document, document, document!!!!

 

• Ensure details related to time, dates, content of discussions/meetings
• Document good and substandard performance, be consistent with how you handle all employees
• Be sure you have useful, accurate position descriptions
• Ensure you have clearly outlined expectations and goals
• Be sure employees know what is in their files
• Be respectful but direct and explicit...details matter
• Be sure to have the facts!
• If raises are tied to performance, be sure to ONLY give merit increases to those "exceptionally performing" employees
• Be timely with your correcting of performance issues...addressing it as soon after the issue occurs the better
• Be sure that your comments are constructive and will provide the detail necessary, most likely to result in improved performance
• Keep in mind not to use phrases that could result in perceived discrimination such as: "the younger generation does this aspect of the work with ease" 

 

Keeping in mind, increases in pay will NOT serve as a motivator for poor performers, effective coaching, mentoring and providing training will!