Are your employees supposed to get annual evaluations but in reality they are often overlooked or delayed? Have some employees gone 2-3 years without such evaluations. If you are like most supervisors, you do not like doing employee evaluations for a number or reasons. The first is that they are a hassle aren't they?
Even though annual evaluations are burdensome for supervisors, not doing them can create a ton of headaches, risk to the organization, and an out of control mob of employees you can't stuff back into the supervision conformity box.
You may notice that some difficult employees in your organization are also the ones who have not had a review in years. These may be employees who feel empowered, manipulate and frankly, start to become bullies. They are empowered without accountability, and begin making their own rules""running the asylum. is
Even though annual evaluations are burdensome for supervisors, not doing them can create a ton of headaches, risk to the organization, and an out of control mob of employees you can't stuff back into the supervision conformity box.
You may notice that some difficult employees in your organization are also the ones who have not had a review in years. These may be employees who feel empowered, manipulate and frankly, start to become bullies. They are empowered without accountability, and begin making their own rules""running the asylum. is
Regular performance evaluations help validate and
increase an employee’s productivity. Failure to conduct regular reviews can
contribute to problems among troubled employees because of diminished accountability
for performance and behavior.
In many instances, behavioral problems worsen as time passes without a realistic performance review that would otherwise argue for change or some consequence. Some supervisors may avoid writing difficult performance evaluations for employees with problematic performance. Each year that passes without the evaluation makes it more difficult to write one without surprising and angering the employee whose poor performance has long been tolerated. You never have to worry about how to manage employees and help them reach full productivity with a program called "Oh, So Easy!" 14 Vital Skills for Supervisors.
In many instances, behavioral problems worsen as time passes without a realistic performance review that would otherwise argue for change or some consequence. Some supervisors may avoid writing difficult performance evaluations for employees with problematic performance. Each year that passes without the evaluation makes it more difficult to write one without surprising and angering the employee whose poor performance has long been tolerated. You never have to worry about how to manage employees and help them reach full productivity with a program called "Oh, So Easy!" 14 Vital Skills for Supervisors.
