Evaluating Supervisor Performance Evaluations — Tip of the Week
Recently, I had a post wondering whether it was time to stop performance reviews. Then, I had a post making the case for stopping performance reviews. While reactions to such notions are always interesting, it’s quite unlikely that performance reviews are going away. This week’s tip: If you’re going to keep them (and I suspect most of you will), then at least evaluate the manner in which your supervisors do the evaluations. Part of the review of a supervisor should be how he or she evaluates subordinate employees. If you don’t do this, that’s another reason for the serious consideration of putting performance evaluations on the shelf to stay.
About Chris Parker
Chris Parker's practice focuses on the representation and counseling of companies in matters pertaining to the workplace and the protection of their intellectual property and trade secrets. In addition to serving as an advocate for clients, Mr. Parker is also trained as a mediator and frequently serves as a third-party neutral.
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About Jimmy Daniel
Jimmy Daniel provides counseling to businesses of all sizes related to the employment relationship. He assists in the drafting of employment agreements, policies, and handbooks, as well as provides guidance related to compliance with federal, state, and local legislation such as the Fair Labor Standards Act and the Family and Medical Leave Act.
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About Larry Bridgesmith
While serving in an Of Counsel relationship with the firm, Mr. Bridgesmith also serves as the Executive Director at the Institute for Conflict Resolution at Lipscomb University and as an officer and principal in Strategic Resolutions Group, LLC. In these roles, Mr. Bridgesmith brings over 30 years of legal experience in dispute resolution and innovative workplace strategies to clients, students and business entities alike.
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