Comments on: Answers to tricky HR questions: Should HR sit in on bad performance reviews?

By: Tonya Hempstead

Tonya Hempstead — Tue, 14 Jul 2009 13:40:23 +0000

I agree with Angela and Sarah. Review time is not when an employees poor performance should be addressed for the first time. Poor performance should be addressed and documented throughout the year.

Poor performance should only be addressed during the performance evaluation to evaluate and solidify how successful the employee has been in regards to meeting goals and objectives to rectify poor performance that was addressed throughout the year.

In reference to HR sitting in on bad reviews, I agree with Nikki and Lisa. If HR only sits in on bad reviews, it creates an environment where employees view HR as” the Bad Guys”

There is a direct correlation between employees not trusting HR/Management, employee morale/engagement and unionization. As HR professionals we need to be diligent that we don’t inadvertently create additional problems for ourselves prior to implementing a policy like this.

By: Nikki

Nikki — Mon, 09 Mar 2009 21:30:10 +0000

This is a situation where the “All or Nothing” principal should be applied. If the HR representative only shows up for the bad reviews, then it will quickly become obvious to other personnel when an employee is receiving a bad review. I personally consider this to be a breach of confidentiality, as well as poor etiquette. Employees deserve their privacy, and we should not be giving their co-workers clues as to what their performance evaluations are like. If HR shows up for ALL reviews, then the only clue the other personnel will receive is that SOMEONE is getting a review. Neither good or bad.

By: Maggie

Maggie — Mon, 12 Jan 2009 20:35:43 +0000

Many great thoughts/ideas here. It does depend on the sophistication of the managers though. Too many managers are passive-aggressive and fail to say the difficult things that employees need to hear to improve/direct their performance. Unless you have a truly committed leadership team; the Peter Principle prevails.

By: Maggie

Maggie — Mon, 12 Jan 2009 20:34:43 +0000

By: Uttam Agrawal

Uttam Agrawal — Thu, 08 Jan 2009 16:34:07 +0000

I believe this site provides a lot of info. and innovation.

I believe reviews are important to learn the pros and cons about oneself and his style of working. If taken positively it will surely add some value to oneself.

http://uttambpt.blogspot.com
(Answers to Interview Questions)

Thank you

By: Uttam Agrawal

Uttam Agrawal — Thu, 08 Jan 2009 16:32:42 +0000

I believe this site provides a lot of info. and innovation.

I believe reviews are important to learn the pros and cons about oneself and his style of working. If taken positively it will surely add some value to oneself.

http://uttambpt.blogspot.com
(Answers to Interview Questions)

By: Ann

Ann — Wed, 19 Nov 2008 19:04:10 +0000

There is some real value to HR sitting in on performance appraisals. While it is time consuming we find we become more familiar with the positions for which we screen applicants. I didn’t really want to do this at first, but I’ve found it to be valuable. I try to assess if things are being understood as the manager and staff member speak. If I think an important point has been made but is glossed over, I’m in a perfect position to ask a clarifying question since no one expects me to know all the workings of the departments.

I believe staff members see me as a neutral party because I behave that way.

By: Lily

Lily — Tue, 18 Nov 2008 17:37:21 +0000

I think it is necessary. It gives the employee the opportunity to respond to the bad review. It also lets the employee know that HR approved the review so the employee cannot claim they were being picked on by their manager.

By: Rosemary

Rosemary — Tue, 18 Nov 2008 15:46:57 +0000

I agree with JR. The content of the review should not be a surprise to the employee; continuous feedback – both positive and/or negative – are part of the managers job duties. If the employee is not performing up to standards they should be put on a PIP (Performance Improvement Plan). If they do not successfully complete the PIP further disciplinary action (which may include termination) should follow. HR should be in the loop as soon as the employee is put on the PIP and remain involved until the situation is satisfactorily resolved or until termination occurs.

By: Mike

Mike — Tue, 18 Nov 2008 14:44:15 +0000

Sarah asks an important question. Why involve HR at this late date. Would not do this myself…casts HR in the light of “enforcer” and there only when there is trouble. Also, gives the manager too easy an “out”. Coach them beforeheand…maybe have another m,anager or supervisor from the department sit in. HR can do a follow up meeting with the manager to debrief and, if necessary, plan next steps.