• Performance Reviews: Honesty is the Best Policy
  • December 11, 2013 | Author: Elizabeth A. Cordello
  • Law Firm: Underberg & Kessler LLP - Rochester Office
  • For most employers, this is the time of year when annual performance reviews are underway. Many supervisors are squeamish when it comes to putting the unvarnished truth in writing, but failure to be honest in a performance review is a significant disservice to both the employee and the organization.

    From the employee’s perspective, a performance appraisal that fails to address areas for improvement creates the impression that sub-par performance is acceptable. This results in continued bad behavior from the employee and creates morale issues among employees who are good performers. When the employee is ultimately terminated, the employee often feels “blind-sided” and is more likely to threaten and/or pursue legal action against the employer.

    From the organization’s perspective, the opportunity for growth and improvement is lost in the absence of an honest appraisal of performance. Further, when having to defend an employment termination decision, the absence of accurate documentation of bad performance allows for the inference of illegal motives for termination which can be costly.