While it is not uncommon for managers and employees to be on opposite sides of an issue, there is one quintessential example where there is undeniable consensus – their feeling on performance reviews. Often filled with agony and discomfort, many performance reviews are poorly designed and conducted, and fail to provide the intended benefit. Ultimately, performance reviews are mutually beneficial. They provide supervisors with an important opportunity to ensure that employees are successfully meeting their job requirements. Meanwhile, they provide employees with an avenue to raise concerns they may have. Additionally, a well-prepared and delivered performance evaluation is a great way to align employees’ development and professional growth with the needs and objectives of the employer.
Most importantly, for employers, the legal implications of performance evaluations cannot be overstated. Conducting performance reviews and documenting discipline are the best tools for employers to defend against claims of harassment, discrimination and/or retaliation. Providing detailed and unbiased performance reviews, while also allowing employees the opportunity to meet and review their performance, will go a long way in demonstrating an employer’s legitimate, non-discriminatory reason for any adverse employment actions.
Do’s: Best Practices for Conducting Employee Performance Reviews
Don’ts: What to Avoid When Preparing and Conducting Employee Performance Review
About the Authors: Dina M. Mastellone, Esq. is a partner and chair of Genova Burns LLC’s human resources practice group. Vincent A. Beraldo, who assisted in preparing this article, is a third year law student at Georgetown University Law Center.