It’s
as tricky as treacle: why lambast an employee and risk facing their
wrath in the ensuing months if you can gloss over the bad and not face
having to put up with shoddy work by a demotivated team member ? But
then again what about the need to have evidence of under-performance to
substantiate a fair dismissal?
Athough
all in-house rules on appraisals will need to be fine-tuned depending
on the particular business a rough guide is as follows
1. Transparent goals
The
goals should be clearly explained to the employee with an indication
from the employer as to what input they will provide to assist their
achievement.
2. Self-criticism
The
employee should be invited to evaluate themselves and put themselves in
the employer’s shoes. This encourages employees to take control of
their goals.
3. Comparisons
Employees
are not all the same. They have different skills and should not be
compared to each other. Any comparison may lead to resentment and upset
the apple cart.
4. Scheduling
Unless
absolutely necessary, an appraisal should not be cancelled or
postponed. Not only is the employee likely to feel undervalued but it
can create problems should the business subsequently need to address
performance issues.
Since employees are the business’ most important asset – you should aim to get it right first time.
Source: http://amberglobelegal.com/blog/
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