Performance Reviews: How They Go Wrong

cancel-297373_1280One view on how to do good performance reviews:  The foundation of your performance evaluation system is the job description you wrote for each of your employees. A supervisor need only compare an employee’s performance against standards you identified in a job description to discover whether an employee does a job competently.

Your evaluation process is as simple as that.  Or is it?  Your job descriptions might be the best ones around.  But they don’t guarantee good performance evaluations.

Why? More often than not, it’s the supervisors who gum up the process by inadequately comparing an employee’s performance against well-defined job standards.

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Make Performance Reviews Mean Something

1395773_89436059Everybody hates performance reviews.  That’s a given.  But there are ways to move them out of the “dreaded chore” category into the file titled “engagement tools.”

Performance reviews are often badly done and serve to de-motivate employees – or worse, give them a weapon to sue the company.

What’s wrong with this process?  Here are the three most common mistakes managers make that limit the value of employee assessments:
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