Back to discussing employment manuals.  It is something we put off doing and many times the manual is out of date.  As I discussed last time, the main problem I see is putting too much information in the manual and then not following it.  Another area along the same line are evaluations.  Many manuals want to say to the employee that they will be evaluated on an annual basis.  Then what happens is OOPS they forget to do the evaluations.  Next thing you know they have been fired, they sue and guess what ????? in the deposition the lawyer brings up the fact that his client was not evaluated like the manual said she would be.  And that it is not her fault she didn't know ect. ect. ect.  

While it is not against the law to not evaluate an employee why put it in the manual?  Just do it.  Remember actions speak louder than words. 

In this vein of conversation, I stopped my law firm from doing evaluations.  My reason?  Simple, my partners would not say if there was a problem and the file would contain nothing but glowing evaluations.  That would look real funny later when they couldn't take it any more and let their secretary go.  It is hard to explain to the unemployment agency why you fired if your evaluation does nothing but praise. 

On the other hand I don't like evaluations because I think it makes the person look to find something wrong.  Evaluations are unpleasant for people both on the receiving and giving mode.  Why not instead just give your employee positive feed back when the praise or corrective discussion needs to occur.  Why wait to lump it all together.  Stay in the moment when dealing with employees.  It makes it easier and more productive.........  

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A Habit That Shouldn't Have Started
Employment Manuals
Thoughts
What Bugs People at Work

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