Tuesday, June 30, 2015

Employee Performance Reviews

What Managers Should Know About Employee Performance Evaluations

Employee Performance Reviews: Tips, Templates & Tactics
Employee Performance Reviews can be one of the best tools to boost performance, improve morale and increase productivity … if they are done well.

But too often people just fill in the forms and wonder why they didn’t get the results they were looking for. Or, they are suddenly faced by an employee in tears, or who gets angry during their performance appraisal. Or, they have to deal with a poor performer. These everyday events can trip up the most experienced managers – and derail your whole performance review process unless you know what to do.

So, where do you find out how to conduct employee appraisals that work? Most resources on the market are full of complex theories or require expensive software.… And to make it worse   they are only designed for big business – assuming massive human resource management departments and extensive administration staff to make the system run.

Small business and most managers simply don’t have the time or the money to deal with employee performance appraisals that way. And a cut-down system just doesn’t match the needs of small business and small business owners.

What you will know:

  • How to conduct probation reviews – so you can quickly get a new employee up to speed in their role (and make a better assessment on whether or not they will fit).
  • The nitty gritty stuff like – what do you say first, second and third?
  • How to deal with an employee who cries, gets angry or goes silent on you.
  • Dealing with an employee who overrates their own ability – what you need to do to bring it back into balance.
  • How to deal with learning and development?
  • Dealing with poor performers – What do you do if someone is a nice enough person but just not performing?
  • How to deal with someone deliberately breaking the rules? If you get these steps wrong you could be in for a very costly experience before the courts – it pays to get it right!


No comments:

Post a Comment