conveyancing

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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