They either send your team running for the hills or….Well, that's probably about it. Employees look forward to performance reviews just about as much as a triple root canal and managers tend to view them as yet another burdensome task HR has forced upon them.
While that has never been the intention of these sessions, it's what the reality has become for many. And considering even Jack Welch used the term "rank and yank" in reference to performance reviews, it's no wonder these can be negatively-viewed and anxiety-ridden events.
So maybe it's time to ditch the traditional performance review and implement a more modern take. Here's where they can fall short and what you can do to break away and move forward.
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Legal Disclaimer: The information I publish is not legal advice but rather is intended to prompt a discussion on best practices in human resources. Further, federal and state laws are amended frequently and vary significantly from jurisdiction to jurisdiction. Therefore, the published information may not be current at the time that you read it or it may not be applicable to your jurisdiction. As such, you should not rely upon any of the published information without first consulting directly with Restaurant HR, legal counsel, and reviewing your local, state, and federal laws as well as any applicable industry practices and company policies.
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