Three Don’ts When Evaluating Employees
// Dallas, Texas, United States // Attorney Keith Clouse // Keith Clouse
Dallas employment lawyer Keith Clouse suggests that an employer keep these “don’ts” in mind when evaluating employee performance.
- Don’t generalize. Be specific. Saying an employee “does not contribute his best” does not tell the employee what he must do to improve. Saying that an employee "must process files within two days of receiving them" provides the employee with usable insight.
- Don’t get personal. A manager should not delve into an employee’s personal life to explain job performance, such as by stating that an employee’s impending divorce is affecting her work. Likewise, a manager should not make guesses as to why the employee did what he did.
- Don’t stretch the truth. In an attempt to stress the importance of a situation or out of frustration, a manager may be tempted to overstate the facts. Doing so is a huge mistake! If the review becomes evidence in a future lawsuit, the employer will be stuck trying to explain a lie.
Accurately documenting an employee’s performance helps the employee improve; failing to do so may lead to legal problems. To speak to an employment law attorney about workplace matters, send an email to debra@clousedunn.com or call (214) 239-2705. This article is presented by the Dallas employment law lawyers at Clouse Dunn LLP.
Contact Keith Clouse
KEITH A. CLOUSE
Clouse Dunn LLP
214.220.2722 214.220.3833 ( fax) keith@clousedunn.com
Legal Disclaimer:
EIN Presswire provides this news content "as is" without warranty of any kind. We do not accept any responsibility or liability for the accuracy, content, images, videos, licenses, completeness, legality, or reliability of the information contained in this article. If you have any complaints or copyright issues related to this article, kindly contact the author above.
