The “Dirty Thirty” Problems With Employee Performance Reviews! Part 2
Remember your boss dreads you reading about this. Which is precisely why you should ;0) We continue with our “Dirty Thirty” Problems With Employee Performance Reviews.
- HR Futility Exercise
- How many employer HR’s perform any substantive analysis over time of what value the performance review actually adds versus what it costs?
- Everything’s Equal?
- A lot of employee performance forms rate different assessment parts as carrying equal weight. For example, a convenience store clerk’s customer service performance rating should be given more weight than a third shift factory production line worker.
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The “Dirty Thirty” Problems With Employee Performance Reviews! Part 1
Warning, your boss does not want you to read about this!! I’m really excited about this new performance review series. In researching this aspect of performance appraisals I’ve gained greater insight and knowledge in how to prepare for them. As you know I love sharing…;0)
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Are job evaluation questions, answers used against you? Part 3
Picking up where I left off last month I’ll talk more about evaluation questions some managers hope we won’t ask. Most employees believe the performance review is about the boss having control and power versus the employee being controlled and powerless. Nothing could farther from the truth!
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Are job evaluation questions, answers used against you? Part 2
Last month I talked about how important it is for career seekers and employees to learn as much as possible about employee performance reviews or job evaluations. Most employers and employees are uncomfortable with performance appraisals. This is especially true for employees because we don’t typically accept a job thinking about evaluations until we have to.
By then it’s too late to understand how they should work for us versus against us.
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Employers negative documentation tricks! Part 1
Employers are commonly advised by their lawyers to focus on documentation, documentation and more documentation when it comes to…
- complaints
- discipline issues
- job evaluations
- medical leave
- salaries and benefits
- harassment
- discrimination
- disability
…and more. Why?
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