| 2TORIAL |
| Learn2 |
Provide Effective Employee Reviews
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Step 3:
Design the review process
As you design your company's review process, it's essential to focus on retaining the trust of your employees. To do so, the process must be fair and equitable, and it should also be as positive an experience as possible. Here are some guidelines:
Don't get personal. Reviews should deal with employment matters only. If you mention an employee's off-duty activities or personality traits that don't affect their work in any way, you're flirting with legal trouble.
Show no bias. Make no mention of an employee's gender, age, race, religion, sexual orientation, or national origin--even if you would mention it in a positive light.
Be consistent. Make sure employees are evaluated by the same criteria--especially employees who perform substantially similar jobs.
Provide recourse. Make sure employees have some formal way of registering their disagreement with the conclusions of the review. Courts are more likely to accept reviews as evidence of under-performance if employees have already received an opportunity to defend themselves.
Ensure reviewers are qualified. The reviewer should be genuinely familiar with the employee's work. Otherwise, the review may not be valid before a judge.
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