One of the most basic supervisory/human resource responsibilities should be documentation of performance and disciplinary actions; however, it is often the most neglected. Notes and write-ups as well as formal performance reviews need to be consistently conducted and maintained on record by the employer.
Creating a solid documentation trail is critical for employers when working with an employee on performance issues. Documentation creates a written history of the happenings and discussions that occur around specific events. In a legal proceeding, having documentation about the employee’s past performance is key to obtaining an outcome favorable to the employer.
Employer law suits have increased over the years. And whether legitimate or not, they cost employers time and money. Many of these lawsuits are not triggered by blatant abuse of employment laws, but rather simple managerial mistakes.
The same qualities that describe a good listener, describe a good leader: respect, concern, an openness to new ideas, empathy, compassion, curiosity, trust, loyalty, and receptivity. However, one of the lowest rated behaviors in 360-feedback surveys for managers is listening.
Employees today are more likely to job hop than ever before. Millennials in particular have earned, whether legitimate or not, a reputation for job hopping. But the latest research shows that if employees, even Millennials, are engaged and have learning opportunities in the workplace, they are less likely to leave.
According to a new survey by Korn Ferry of nearly 5,000 professionals, being bored and lacking challenge is the number one reason employees will seek a new job in 2018.
One of the biggest disciplinary issues HR encounters is a lack of performance or discipline documentation on an employee that a manager wants to terminate. It is very difficult for HR to proceed with a termination request when the employee has only stellar performance reviews in her file.
Employee appreciation is a key element to achieving high levels of employee engagement and retention. Employees that feel appreciated have increased productivity and tend to feel better about their work. But if approached the wrong way, it could backfire.
A recent survey revealed that 58% of executives think that their current performance management approach does not drive employee engagement or high performance. More and more companies are doing away with annual performance reviews all together. But how are they doing it successfully?
2017 is right around the corner, and the HR industry is ever changing. The war for talent continues to evolve, performance reviews as we know them are disappearing, and just when we figured out the Millennials, Generation Z is entering the work force. Let’s look at some trends being predicted for 2017.
In today’s politically correct environment employee feedback has become a challenging proposition for managers. Having a tough conversation is even more difficult when the employee is not receptive and thinks he has done no wrong. At performance review time, the wrong words and/or intonation could lead to a lawsuit.
The old saying “timing is everything” could not be truer than when it comes to handling tricky FMLA and ADA cases. It happens often enough that an employer discovers employee performance problems or misconduct while the employee is on a FMLA leave or is receiving protections under ADA.
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