Productivity / Performance

Attitude, absence & foul language: 3 scripts for those conversations you’d rather not have

11/10/2009

Paul Falcone, author of 101 Tough Conversations to Have with Employees, offers these scripts to follow when you need to have awkward but essential conversations with employees. Here’s what managers should say after they’ve said, “Hey, got a minute?”

Checklist: How to set challenging but realistic goals for employees

11/04/2009

Goal setting can be a tightrope act for supervisors. Set the bar too low and you end up with an unmotivated, unproductive employee. Set it too high and you’ll create frustration and the possibility the person will do something unethical to achieve the goal. To make sure you’re setting goals correctly for employees, ask yourself these eight questions:

Manager’s guide: 8 tips for setting realistic goals for employees

11/03/2009

Keep memos, other documents leading up to discipline

11/02/2009

You never know which employee is going to be the one who will sue over discipline. But one thing is certain: When she does, you’ll need every bit of documentary evidence you can find to justify your decision.

Use encouraging, fair—and honest—appraisals when coaching newly promoted employees

10/29/2009

Not every employee who earns a promotion will be successful at the new job. While you certainly want to do everything possible to allow the employee to thrive in the new assignment, you’ve also got to be practical. When you conduct those initial performance reviews, consider the possibility that the employee will ultimately fail. Here’s how to encourage success, but plan for potential failure:

‘Get real’ with performance reviews; make sure managers don’t fluff them up

10/27/2009

Your supervisors have probably heard the horror stories of how negative performance reviews have sparked lawsuits from disgruntled employees. That could cause some supervisors to shy away from criticism and give excessively positive reviews to even their poorest-performing workers. The better thing to do is to urge your supervisors to “get real” with reviews.

Accommodating disabled employees: Updated DOL web site makes your job easier

10/27/2009

When employees say they’re having trouble completing their job duties because of their ADA-qualifying disabilities, employers are required to enter into an “interactive process” to find accommodations that allow them to perform the job’s essential functions. That’s where the newly updated, redesigned Job Accommodation Network (JAN) site can come in handy.

8 keys to effective performance appraisal

10/13/2009

It happens to every manager: You sit down to prepare a staff member’s review and realize you can remember only what the person has done the past few weeks. Supervisors should never rely solely on memory to evaluate employee performance. The most useful, easy-to-implement way is to create and maintain a log for each person. Here’s how.

Playing favorites: How to avoid unintended partiality in decisions, reviews

10/05/2009

Do you “play favorites” with certain employees? Most managers would probably say “no,” but people often harbor unconscious perceptions that can influence day-to-day decision-making and job reviews of the employees they manage. Several factors unrelated to employee performance can impact evaluations conducted by managers.

Quitting time? Performance improvement plan not enough to justify discrimination lawsuit

10/01/2009

Performance improvement plans (PIPs) are great tools to help underperforming employees come up to standards. But some employees think they can file a lawsuit anytime they are placed on a PIP or are justified in quitting. As the following case shows, that’s not necessarily true.