Blog Category

Performance Management

Why Employee Reviews Get a Bad Rap

Author: Ron Hiller l  Published Date 1/2013


Let’s be honest, reviews have chalked up a lot of negative commentary in the social media, blogs, and books. But before we throw the baby out with the bath water, let’s take a closer look. Could it be that reviews are not the problem at all, but rather the review practice? (Read Entire Blog)



Blindsiding an Employee With Negative Feedback in a Review Is Unforgivable

Blindsiding Employee
Author: Ron Hiller l  Published Date 2/2013
Have you been blindsided with negative feedback during a review?  "Jack, about six months ago your quarterly report was filled with errors and it arrived on my desk two days late." "What was going on?" Blindsiding an employee with new feedback, especially negative feedback during a review is unforgivable and avoidable; and it is the major cause of stress in the review process.  Why does it happen, and what can be done to eliminate it? (Read Entire Blog)

Employee Reviews Aren’t Like Tax Returns - They Are Worse!

Reviews vs. Tax Returns

Author: Ron Hiller l  Published Date 2/2013

Completing employee performance reviews aren't amongst a manager's favorite past times, and understandably so! In this narrative, I compare the experience of completing a review to that of a tax return with one notable exception, the review is much worse!

Raise Your Hand if you Enjoy Doing Tax Returns

Accountants are probably the only people who enjoy completing tax returns. (Read Entire Blog)

Six Flawed Review Practices

Author: Ron Hiller l  Published Date 8/2014

Over the years I have had ample opportunity to speak with countless HR people about their organization’s review practices. Many of those discussions revealed flawed review practices which in no small way contributes to an erosion of trust in the review process by the rank and file.


First let me say that most of these dedicated HR folks inherited their organization’s flawed practices. Let’s explore some of the more grievous practices that I see regularly. (Read Entire Blog)

Restoring Trust in the Employee Review Process
Author: Ron Hiller l  Published Date 8/2014

here is a truism that says, “If you keep doing what you’ve always done you will keep getting what you have always got”.  And so it is with the review process.

Have your organization’s managers and employees lost faith in the review process?  Are reviews chronically late, incomplete, inaccurate, and of poor quality? If the answer is “yes” then HR needs to take immediate action and restore faith in the process.  Automating a cumbersome paper riddled process may not be the total answer.  Automation is clearly a step in the right direction but it isn’t a panacea.

Unfortunately, reviews for many employees and managers are public enemy number-one.  Reviews have become the culprit that everyone loves to hate. This recurring problem is so perplexing that the remedies proffered by the pundits range from abolition to automation. (Read Entire Blog)


Mitigating Wrongful Termination Lawsuits
Author: Ron Hiller l  Published Date 9/2014

Insurance companies report that wrongful termination lawsuits are on the rise—and they are the single most frequent labor claim. Even though most employment in the US is considered "at will," wrongful employment termination claims have spiked mainly because of a faltering economy and employees having a better understanding of wrongful termination law.

There are more than 20 legal grounds for making a claim for wrongful termination such as discrimination and whistleblower retaliation but an employer’s performance management practice may also provide fertile ground for a potential lawsuit.

Over 50 percent of all wrongful termination cases are won by the former employee. Clearly, "at-will" employment doesn't mean that an employee has no legal rights terminated. (Read Entire Blog)

Performance Management is NOT an Annual Event
Author: Ron Hiller l  Published Date 9/2014

he day of treating employee reviews as a singular event must come to an end.  Employers bent on improving performance can no longer treat employee reviews as a perfunctory annual experience. To shift the paradigm, employers must provide their staff with a systematic communication tool that is accessible anytime, anywhere, is easy to use, and organizes disparate data into meaningful information that can be used for recognition, performance improvement, and pay for performance.

Falling Through the Cracks

Employee performance is a fleeting and capricious series of events. Additionally many employees work remotely from their supervisor, or work different shifts making manager/employee communications sparse and uncertain. (Read Entire Blog)

Ron J Hiller, EzineArticles Basic Author
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