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Performance Appraisals

<i>Dear Workforce</i> How Do We Get New Managers to Document Performance

May 6, 2005
We have a couple of employees who will be returning from a leave of absence. Neither was meeting the mark regarding performance when they left. In their absence, other employees have stepped up to fill in where needed, and we are quite impressed with their good work. We understand the need to be compassionate to those returning from leave, but this episode exposed a problem for us: getting managers to document performance expectations. This was not done in the past, and now new supervisors are forced to deal with it. How do we address this? What should we do?
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Yum Does a 360

April 1, 2005
Managers break with the soft-drink giant's strategy and adopt a more people-friendly approach in which tech-powered assessment help reinforce values. The shift in the people management philosophy has helped Yum achieve a remarkable record of growth.
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<i>Dear Workforce</i> How Do We Implement a New Performance-Management System Using New Managers

October 1, 2004
We have a problem centered on two issues: a new performance-management system and a lot of new managers. These new managers are uncomfortable doing employee evaluations because they have only recently started working here themselves. Likewise, employees don’t want to be evaluated by the new managers because they don’t know how they work (although they want some form of evaluation because it’s tied to salary considerations). We contemplated allowing these employees, who often served as "deputies" of our former managers, to do the evaluations themselves. But I’m concerned about how this might influence the evaluations. What should we do?
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