Human Resource Solutions Made Easy

In the last two blog posts - Why Is My Employee Not Performing and Developing A Performance Action - we focused on the employee's role in the performance process. But what happens when you're the reason the employee is not performing in a satisfactory manner or excelling in his/her position? I find movies are great educators. We can actually learn a lot about a manager's contribution to their employee's performance from Miranda Priestly in The Devil Wears Prada. Below are f

In an earlier post, we asked the question "Why Is My New Hire Not Performing?" If your new hire isn't developing at the right level, and you're not ready to let the person go, then the next step is to develop a Performance Improvement Plan (PIP). The PIP should be clear, concise, measurable and immediately shared with the employee. Do not wait until the employee is bringing down a team. Act quickly (and rationally) to get the employee back on track. Below are six key conside

We’re nearing the dreaded year-end performance review season! Below are 4 tips to make that next performance evaluation conversation go smoother and be more meaningful. Get yourself in a new mindset. Rethink of the purpose of the review and consider it as an opportunity to look ahead, set goals, identify new skill sets the employee would like to learn (and the company values). Start the conversation in a positive manner. Lead with “the performance evaluation process gives us