Force Developers

It’s that time of year when many businesses start doing their employee performance reviews. There was an interesting study done by the Society for Human Resource Management (SHRM) and the Ethics Resource Centre (ERC). Only 23% of HR professionals surveyed had any form of comprehensive ethics or codes of conduct in place in their organisation and only 43% assessed ethical conduct as part of their employee performance reviews.

Since ethical conduct is and should be a "given" in all workplaces this is a bit of a concern.

When you do your employee performance reviews you need to look at not only WHAT a person does but HOW they do it. The most common problems with employees performance are in the HOW category.

I would be so bold as to suggest that most employees who are fired are only fired for how they do their job (their attitude, approach, interactions with others) and not what they actually do.

If you don’t address the how in your performance reviews, if ever you need to discipline or terminate an employee you have no leg to stand on legally before the courts in case of appeal. They rightly can argue they have not been given the opportunity to address these issues.

If you are looking for a simple yet thorough Employee Performance review process - check out our Employee Performance Reviews: Tips, Templates and Tactics e-manual .

It has all of the processes, templates and forms as well as info on dealing with the "hard issues" such as an employee bursting into tears during your review or getting angry. It is a great resource for all managers about to head into Performance Review season!

Until Next Time

Ingrid Cliff