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    Are Your Performance Appraisals Fair?

    It has been just recently that I have realized the importance of documenting employee performance throughout the performance review period and setting performance standards and expectations. I have been in HR and payroll management, consulting, and sales for the past 25+ years. Currently I work with performance management software in the development of the software and providing demonstrations and webinars on performance management. I have read books and articles and talked with HRmanagers about performance management and the importance of...

    How to Handle Difficult Performance Appraisals

    Despite the positive tone that managers will bring to the performance evaluations, there will occasionally be difficult situations. Maybe you have to review poorly performing workers, deal with insubordinate employees, or overcome personal conflicts. There are three key points for managers to remember when dealing with difficult situations.

    Do Performance Reviews Boost Employee Morale?

    Over the years, I have worked for companies who promote performance appraisals and those who don’t. I have had to give performance appraisals and have been on the receiving end of them.

    Performance Appraisal Templates Are Made Easy with LightWork

    You can design performance appraisal templates that provide the best review for individuals and their job functions. LightWork allows you to design performance review forms that meet all the requirements for good evaluations. These are:

    Performance After the Appraisal

    There are several important things that must happen after the performance appraisal is giv­en. When done, these actions will simplify the next performance appraisal process.

    Managing Performance Appraisal Review Cycles

    There are two schools of thought on review dates. The first school believes that employees should be reviewed on a yearly basis, at the anniversary of their employment. This method staggers the reviews of employees over the course of any given year. The second school believes that employees should all be reviewed once per year, at the same time, regardless of when they joined the organization.

    Establish an Action Plan for Performance Results

    Prior to the interview with the employee, the manager should prepare a loose “action plan” to address the weaknesses of the worker. Ideally, this plan should be unveiled at the end of the interview, and encompass a series of steps to help the worker improve performance. The action plan should consist of three distinct parts:
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