Employee Review Time

Mid-year reviews can be a real pain - on managers and employees alike. First, no one likes to be judged, and frankly, that's exactly what these exercises are all about. Second, it takes time to figure out what you want to say about someone in their review - and then to articulate it in a way that doesn't sound all wrong. And third, when it inevitably does sound wrong, the ensuing conversation is typically pretty uncomfortable.

But the worst part is that after everything is said and done, these reviews don't even matter all that much - that is to say that no salary change typically occur as a result of them. So what's the point?!

Well, the point is that people have a right to know how they're doing. And if they're doing poorly (or not fabulously) they deserve to know that so that they can do something about it ... if they so choose.

That's why I've created special report called Employee Performance Discussions: 10 Important Things a Manager MUST Know How to Say.

If you're a manager, and find it particularly stressful (or distasteful) to do these mid-year reviews, or you're just interested in doing the best you can with respect to your employee's performance reviews, you may want to get yourself a copy of this special report.