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Employee Performance Reviews

Published:  October 23, 2017

There’s no requirement to conduct employee performance reviews, but employers can benefit from annual employee reviews if they are properly conducted.  An employer can expect to see an increase in efficiency and productivity.  The employer should see their employees attitudes improve, which will improve the overall organization.  If done properly, the employee will see their supervisors as fair and objective.

A well designed and executed performance review can be an effective tool to manage and evaluate the skills and productivity of employees.  The employer and employees can benefit greatly from these evaluations.  Performance reviews that accurately and objectively assess an employee’s job performance provide valuable information for employer’s such as actual performance, the employee’s strengths, and weaknesses that may require specific training to overcome.  It will also show the employer the employee’s attitude which will either positively or negatively affect the organization.  It identifies the employee’s professional goals and whether he or she is satisfied with their present position.  It will help the employer make decisions towards compensation and promotions.

The performance review will notify the employer of the need for any warnings or the need to place the employee on an improvement plan.

The difficulty of conducting reviews and the importance of ensuring reviews are well executed cannot be overstated.  Employers should train staff how best to execute reviews and how to avoid pitfalls.  Any training should emphasize the importance of ensuring that reviews are objective, clear, accurate and timely.  Training for common concerns of reviewers, such as; how to effectively convey the employers expectations, confront an employee with a negative review, or discuss potential corrective actions will help reviewers maintain objectivity and help the experience be a positive building block moving forward.

An employer can also learn valuable information by comparing the performance of all employees reporting to a particular supervisor or in a particular job category.  This comparison allows employers to identify their outstanding and under-performing employees.  This comparison also can help employers identify disparate treatment discrimination.  For example, if all employees in a protected class receive a worse review from a particular supervisor than employees reviewed by the same supervisor who are not members of a protected class, the employer should investigate whether the poor performance reviews are in any way the result of bias.

Employers should be very careful, however when soliciting feedback from employees about supervisory personnel to avoid infringing on the employees section seven rights in regards to the National Labor Relations Act.

For any questions pertaining to employee performance reviews, the National Labor Relations Act, or any other labor and employment law questions, please contact any of the attorneys at Royal, P.C. 

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