Performance Review Examples and Tips: #7
5 warning signs in an employee performance evaluation
Job reviews shouldn’t be paper-moving programs that return zero value. Joan Rennekamp, HR pro at the Denver law firm of Rothgerber, Johnson & Lyons, identifies five symptoms that warn of trouble in a supervisor’s appraisal process.
Discover the five warning signs that your employee performance evaluation has gotten off track in 10 Secrets to an Effective Performance Review: Examples and tips on employee performance evaluation, writing employee reviews, a sample performance review and employee evaluation forms.
Performance Review Examples and Tips: #8
Writing employee reviews: Steer clear of two common errors
Say you manage a 55-year-old employee whose productivity drops over the year. Instead of citing specific, measurable examples of this decline in his employee performance evaluation, you note, “Kevin doesn’t seem to have the energy level anymore to truly succeed in this department.” Still, you rate Kevin’s work as “average,” the same as last year.
That example highlights two of the more common—and legally dangerous—pitfalls in writing employee reviews:
- Evaluation of attitude, not performance. Vague statements that attack an employee’s demeanor could be interpreted as some kind of illegal age, race, gender or disability discrimination. Instead, supervisors should use concrete, job-based examples to illustrate any criticism.
- Never use the word “attitude” when writing employee reviews. Employment lawyers and courts often see that as a code word for discrimination.
- Evaluation inflation. Supervisors too often rate mediocre employees as competent; competent employees as above average; and above-average employees as superior. The problem comes when an employee is fired for poor performance, yet his history of reviews tells a different story. The employee then has a supposed proof that the real reason for the firing was something else, maybe something illegal.
- To determine if you inflate reviews, ask yourself the following questions: Who are my worst performers? Knowing what I know about them, would I hire them again? Do their reviews reflect their true performance?
Performance Review Examples and Tips: #9
Incorporating an employee self-review
Writing employee reviews is always a daunting task for supervisors, for many legitimate reasons: Judging others’ work often appears exceptionally perception-driven (vs. fact-driven), and providing honest feedback is potentially confrontational. Plus, if you overinflate grades, you create a record that may not withstand legal scrutiny if you later want to terminate or discipline the employee.
In reality, it doesn’t need to be that way. One simple way to reinvent the employee performance evaluation is to shift the responsibility for the initial assessment back to your employees, says Paul Falcone, an HR executive and best-selling author.
If you ask workers to grade themselves, you’ll find (more than likely) that they’re harder on themselves than you’d ever be! And this, more than any other exercise throughout the year, may place you and your supervisors in the roles of career mentors and coaches rather than unilateral decision-makers and disciplinarians.
Find out what three core questions you should include on employee evaluation forms when seeking self-evaluation from your staff in 10 Secrets to an Effective Performance Review: Examples and tips on employee performance evaluation, writing employee reviews, a sample performance review and employee evaluation forms.
Performance Review Examples and Tips: #10
Sample performance review
Don’t forget to reference our sample performance review while you’re writing employee reviews for your staff.