My company is considering using a performance appraisal that does not have scores or ratings. How popular (or not) is this type of approach? What are the pros and cons? I'm trying to gain some knowledge about best practices in this area.
—To Rate or Not to Rate, Performance Analyst, financial services, Des Moines, Iowa
Traditionally, a negative performance review does not constitute an adverse employment action, unless 'the evaluation has an adverse impact on an employee's wages or salary.' Or does it?
What are the alternatives if we scrap the annual performance review?
—Torn in HR, warehouse/ distribution, Virginia Beach, Virginia
We are creating employee self-assessments and employee review documents. Should the self-assessment mirror the employee review in the questions being asked? Some folks here believe the questions ought to be identical.
—Expertise, Please, accounting/human resources manager, Auburn Hills, Michigan
Employers are demanding more while employees are engaging less, but there is one way to keep your best workers from checking out completely—recognizing who they are and rewarding them accordinglyRead More
Like Charlie Chaplin's character in the comedy Modern Times about an assembly-line worker who loses it after tightening one bolt too many, HR consultant Art Quinn says that when employees are pushed to their limits, the workplace can be a dehumanizing place.Read More
A promotion can do a lot to make up for the longer hours and extra duties that many workers have wrestled with in the past couple of years. But firms often fail to see where employees who are learning on the job might fit into new roles.Read More
How should we use performance appraisals to determine training and
development needs for staff?
—Performance Management Newbie, HR manager,
A bad hiring decision can cost a company more than 1.5 times the mis-hire's salary, depending on the level of the role. With the right assessment, businesses can avoid this cost. Read More