"performance evaluations" Blog Tag
RIFs are NOT a cure all for bad performance management
January 23rd, 2019 by Fiona Ong at Shawe Rosenthal
Some employers view a reduction in force as an apparently easy and clean way to get rid of employees they do not want – like poor performers, who have not been properly performance-managed.
Don't be one of those employers.
Fiona Ong shares why. And stay tuned, same Bat-time, same Bat-station (or at least Bat-blog), for some "what" and "how" when Fiona shares basic performance management tips so you won't be one of those employers.
Written warnings and the FAQs they spawn
February 6th, 2019 by Ursula A. Kienbaum at Ogletree Deakins
written warning: noun: ritˈ'n wôrniNG
- a statement in a form to be read that indicates a possible or impending problem, or other unpleasant situation
- a statement in a form to be read that indicates that you have already vented and calmed down and aren't going to write anything stupid before you create a very unpleasant situation for the person receiving said warning
Ursula Kienbaum helps you create a calm, dispassionate, effective, reasonable written warning by answering these seven FAQs:
- what to include?
- what to exclude?
- attach documents?
- mention previous warnings/actions?
- detail impact of the problem?
- include possible further disciplinary action??
- does the warning change if there is a union involved?
Thanks-giving isn't just about turkeys - include the good employees too
November 6th, 2018 by Bobbi Britton Tucker at Cozen O'Connor
The turkey at Thanksgiving is kind of like that one person at work that you can't seem to get through to - you spend way too much time focused on both. But there is more to Thanksgiving than a bird (football, stretch pants, leftovers) that was almost our national symbol, just as there are people at work that you can get through to and will respond.
Bobbi Britton Tucker helps with the Thanks-giving in the workplace; you're on your own with the stretch pants.
The best "stay" to help you retain employees
November 5th, 2018 by Crystal Enekwa at Fisher Phillips
The labor market is tight, you don't have the time to hire anyone let alone train them, and you like your team as it is. So how do you get them to stay?
- Beg: live performance by Jackson Brown signing "Stay" or recording of the Drifters signing "Please stay"
- Bribe: offer a stay-cation in their office (this would probably require some sort of supplement, like a Butterfinger)
- Command: simply continue to repeat the command "Stay!" and then give them a piece of hot dog or some peanut butter
- Ask: what makes them stay.
Crystal Enekwa saves you the time and effort and tells you why #4. Ask is the correct answer, including:
- why you ask
- who to ask
- when to ask
- who should ask
- what to do after asking
Bad hire! Bad, bad hire!
October 11th, 2018 by hrsimple
Just like a dog, a hire can be bad for a multitude of reasons, including the hirer (trainer), the hired (dog), everyone's expectations (in both cases some praise and/or a treat), and the environment (workplace/home).
HR Dive is here to help (with the bad hire*):
"Sooner or later, even the most seasoned HR professionals will admit it: they've made a bad hire. For some reason, a person will fizzle out on the job, even though his or her stellar credentials promised a perfect fit with your company. Whether this is an entry-level person or a senior executive, the impact of a bad hire on a department or company can be devastating. So what do you do?"
HR Dive walks you through the process after you accept it was your bad (hire):
- more common than you think
- why is it a bad hire
- reforming a bad hire
- when to say goodbye
- avoiding future bad hires
* for those of you with a bad dog (my trainer reminds me that it isn't the dog, it is in fact me), some help from BARk.
