Performance Management

Yes, we have many templates and processes drafted, which we can amend and customize to fit your organization’s needs, including ratings, attributes, and core competencies. We will then roll out the performance management system to employees and train managers on how to deliver an effective, accurate, and compliant review.

Performance reviews help improve performance because employees tend to perform better when they know what to do and how to improve. They help improve morale because employees, particularly the Millennial Generation, like to know how they’re doing and crave feedback. And they help companies make, and justify, employment decisions, such as promotions, terminations, and pay increases.

You should conduct these at least annually, although some companies opt to do them twice a year and some even quarterly.

In either employees’ personnel files or in separate performance files for each employee.

For two reasons: compliance and effectiveness.  If managers do them incorrectly, it could result in increased liability for your firm. For example, if they rate the employee as a solid performer but then want to terminate him a few weeks later, the review could serve to support a claim of wrongful termination. Managers are often unaware of all the legislative pitfalls they could throw the company into. Also, a review that is not accurate or does not contain constructive, actionable feedback, is a wasted opportunity to communicate expectations to employees and improve performance.