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1. FEATURE STORY:
REVIEW YOUR COMPANY'S PERFORMANCE REVIEWS

Theoretically, performance appraisals are supposed to be beneficial to both employees and employers.  But in reality, most employees don’t look forward to their annual PAs.  Part of the problem could be the managers who give them.  In a study conducted earlier this year, Adecco Staffing North America found that less than half of American workers (49%) feel that managers take performance reviews seriously.  Even fewer, only 44%, say they receive constructive feedback during reviews.  Follow this advice for getting employee performance reviews back on track.

Provide regular feedback.  The formal PA should not be the first time an employee hears about what he/she is doing well on or what he/she is failing miserably at.

Prepare for it.  Determine the message you want to send to the employee, which should be based largely on the feedback you’ve previously provided.  Is it: Keep up the good work?  Or: Shape up or else?  Or is it: Take it to the next level.  Gather evidence to support your side.  There should not be any (major) surprises for the employee during the PA.

Be specific.  The more information employees have about what they need to do, the better equipped they will be to do it.  For example, instead of saying, “Your last report wasn’t very good,” say, “Next time you write up a report, make sure you include X, Y, and Z,” advised Adecco.

Give employees adequate notice.  Employees should also have an opportunity to prepare.  They should come to a PA meeting ready to discuss their goals, e.g., more responsibilities or a promotion.

Carve out time for the PA.  The discussion should not be rushed or interrupted.  

Pay attention to your communication skills.  An effective PA requires you to be clear and concise; honest, but not brutal; an active listener; and emotionally neutral.

Give employees the opportunity to comment.  The survey revealed that 47% of workers would feel better if the review process was a two-way street.

Advice Goes Both Ways

Employees can also do their part to ensure the effectiveness of performance reviews.  Pass along these tips before employees’ PAs.

• Be prepared to discuss performance highlights and lowlights.

• Set goals for the future.  Make suggestions on what the manager can do to help reach those goals.

• Understand management expectations.  What’s in the job description?  What are the performance standards for each task?

• Keep emotions in check.  Avoid becoming defensive and reacting negatively to criticism.  Focus on the future and how to improve in the criticized areas.

• Ask questions.  This helps foster understanding.

• Be flexible.  Keep an open mind to suggestions made during the PA process.

ANOTHER ADA CATCH TO CONSIDER

It’s well-known that the Americans with Disabilities Act (ADA) covers individuals without disabilities, if they are regarded as disabled or have a past history of disability.  But there’s another catch.  Less-well-known is the other group of people who can be in perfect health, but who may also qualify for ADA protection: those who...View the full story on our website.

FREE REPORT OF THE MONTH:

Check out the new Free Report, “Striking The Perfect Privacy Balance,” which provides you with practical insights on how to protect your company’s interests without violating employees’ privacy rights.  You get steps for effectively monitoring employee usage of electronic equipment; suggestions for conducting legal workplace searches; and tips for implementing dress code, moonlighting, romance, and testing policies that won’t trample employees’ privacy rights.

Kick back, relax, and take a few minutes to check out the HR Soapbox,“It's Not Gambling When I Play,” in which an editor discusses his take on office pools.