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8 Additional Employee Evaluation Tips

iStock_000002769483XSmall.jpgLast week you learned about our simple 2-Question method for employee evaluations. It is powerful because it works and because it is easier for supervisors to fit the evaluations in with their other responsibilities.

Of course, the devil is in the details. There are 8 additional points you and your supervisors should consider when completing the 2-Question evaluation or any other evaluation form.

1.  Honesty is Best Policy
Give honest, accurate and constructive evaluations in writing.

Managers often fail to candidly identify job performance problems because they do not want to upset employees.

As a result, the inaccurate favorable reviews are used against the company as evidence of discrimination or some other improper purpose in a later wrongful termination suit.

2.  Help Your Managers
Counsel managers regularly to give honest, accurate and constructive evaluations and monitor their evaluations.

3.  Look at the Job Description
Base evaluations on the employee's job duties.

Look at the written job description as a guide. If the description is no longer accurate, update the description.

If there is no description for a position, have the employee and the supervisor describe the position.

4.  Be Objective
Objective evaluations stating the number of times the employee was tardy or specific instances when they did not follow directions will help minimize unfairness and manager bias.

5.  State Consequences
State any corrective action required and the consequences for failure to improve. This is very important.

6.  Look it Over
Review all evaluations with another manager (preferably a higher level manager) before giving the evaluation to the employee.

7.  Discuss
Give employees an opportunity to discuss the evaluation with their manager and to note any comments on the evaluation before signing the document.

This gives the employee a fair chance to rebut any complaints.

8.  Review for Consistency
Periodically review evaluations to ensure they are applied consistently by each manager. Counsel any managers whose reviews appear to be inconsistent.

Most employers make performance evaluations harder than they need be. As a result, employees often use the reviews (or a lack of reviews) against their employers in lawsuits. Follow these 8 tips and your evaluations can be both an effective management tool and protect you from employment liability claims.

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