For decades, the “unilateral” performance review held sway as the dominant model for HR practitioners and personnel managers in North America. In this approach, a single reviewer -usually a direct supervisor – provided the sole source of data in the performance review process. Over the years, the theories behind performance reviews evolved, and as a …
Continue reading “Eliciting Employee Input Effectively: The Pros and Cons of Self-Reviews”
The old and traditional job search model involves reading the Sunday classifieds, looking at online job postings, and, if you’re particularly motivated, searching out “Help Wanted” signs in the windows of your favorite establishments. Sounds simple enough, right? But in the real world, it’s not always so easy. Sometimes, the stars just aren’t aligned the …
If most personnel managers could have it their way, every employee performance evaluation would be chock-full of “excellents” and “outstandings,” five-star ratings, and glowing feedback. Unfortunately, in the real world, it doesn’t always work out like that. The law of averages dictates that most of the workers you evaluate will fall somewhere in the middle …
Continue reading “How to Break Bad News in an Employee Performance Evaluation”
Day in and day out, you tend carefully to your employees. You keep a close watch on their performance, lavish praise on their achievements, take note of their shortcomings, and counsel them through the challenges they face. Like most personnel managers, you take your job seriously and do your utmost to help staff members make …
Continue reading “Mastering the Language of Effective Performance Evaluations”
