This time of year, it is very common for companies to schedule performance appraisals for employees. There may be a policy that governs how these evaluations are conducted, and there are likely standardized sheets used to guide those evaluating. This process sometimes becomes such a part of the routine that it is shortcut or ignored. Keep these things in mind working through the process:
- Education for those doing the evaluation is a must. This includes reasons for evaluation and how it should be conducted.
- Communication is essential, both in obtaining input about employees and letting employees know the results.
- Consistency is necessary. The same scale should apply so that evaluation means something with how the employees are viewed and how they are managed.
- The information in the forms matters. We are all familiar with situations where an employee has been a chronic problem for years but performance appraisals are glowing. That really helps a former employee with a claim alleging pre-textual termination.
- Honest and accurate evaluations can assist in many areas, whether it is in review of a business unit or department, function of supervisors, or investment of resources. They can lead to better work from employees or can inform decisions about taking adverse employment action.