It may seem harmless, but not telling an employee the truth during a performance evaluation can be a really expensive mistake.
Yet many managers do just that – sugarcoat performance reviews.
They give a pablum review, steer clear of giving the employee an honest appraisal. And stamp it “Satisfactory, meets requirements.”
In the long run, they pay for it — one way or the other.
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No More Waste-of-Time Performance Reviews
We know a lot of companies require you to use a standard form or rating system. You can’t go rogue and completely buck the system. But good managers – Resourceful Managers – can turn a flawed system into a positive with some leeway, ingenuity and a clear Blueprint for success.
The guidance in the Performance Review Blueprint is designed to do just that. Help you improve your performance review process, regardless of the system – and the Blueprint can work hand-in-hand with your company-mandated approach.
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I inherited one of these situations and it was awful! It costs time, reputation and revenue to say the least. Best to be honest (not nasty and not sweet) with the person from the start and work constructively with them to modify the behavior.
Gooood