• Honesty Is the Best Policy
  • October 10, 2017
  • Inflated, generic, or incomplete performance evaluations plague employers of all stripes. Ironically, most supervisors provide them to avoid or minimize conflict, but in the end, they often create larger problems.

    Below are a few steps to take to avoid the potential larger problems.

    1. Provide accurate evaluations that include accurate “negative” feedback if appropriate.
    2. Complete disciplinary documentation for all incidents, especially if not an isolated extreme incident, but a course of conduct.
    3. Be consistent in your documentation and reasons for discipline or termination of employees.
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