Human Resources Conversations – Performance is As Performance Does

There is nothing more stressful for an employee than to go through a performance review when they do not trust the management or have found their supervisors to be arbitrary in the past when giving accolades, bonuses, awards or praise.

Employees need to be able to trust their superiors and know that they will be fair with them, if any employee feels they have been abused, treated wrongly or the workplace environment is constantly playing favorites, it will be noticed with apprehension, resentment and perhaps even anger in the performance evaluation interview.

So, how does a human resource executive deal with such interviews with employees? How can they mitigate the stress and get to the bottom of the issues. After all, if there are such problems in the workplace, communication is the key to fixing them, but if the employee does not trust his or her superiors, chances are they may not trust the human resources professional either.

Of course, it goes without saying that the human resource directors should not be too quick to take sides, because it may very well be the employee that is the problem and in that case, the performance review must note that and the employee needs to be put on notice. The employee also must be reminded of what is expected and the level of performance that is acceptable.

The employee must understand and agree to this minimum level of performance and admit if their previous performance was substandard. The employee should also offer reasonable remedies or things they will promise to do to correct this problem and sign the performance review along with those recommendations. This is very important in case there are ever legal issues or if the employee must be terminated at a later date for poor performance, please consider all this.

“Lance Winslow” – Lance Winslow’s Bio. If you have innovative thoughts and unique perspectives, come think with Lance; http://www.WorldThinkTank.net/.