Prevent employee checkout after "job threatening" performance evaluations

by on June 3, 2009 · 0 Comment POSTED IN: HR Info Center

Coaching assistance is necessary after performance evaluations

Coaching assistance is particularly helpful and necessary when you get into the “job threatening” category of performance evaluations. It will take a reasonable fraction of your time to be certain those cases are safe and okay.

You may have to go to a lawyer now and then and make sure you look okay. It’s not something you do without legal background or backing. It’s something you do with it. But they’re going to like this more than they like the conventional approach once they are given the courtesy of being explained to what you’re doing.

If you’re a big enough organization, you want to be sure that when somebody is given a “job threatening” message, they got it the way it’s intended.

In performance evaluations, when you tell somebody that their job is on the line, they just check out. Oftentimes, they just freak out, they just sit there, their corpse is there, their mind is not. And you, the manager, can give a perfect speech and give them all the logic, the tender balance thing and they don’t hear it.

And so, there’s a role for the HR person to go in after the performance evaluations and sit down with him and ask him questions like what did you hear? Where are you at? What are you going to do about it and how can I help you?

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