Conversations Human Resources - Benefits How Does performance

There is nothing more stressful for an employee rather than go through a review of the results when they do not trust management or have found their supervisors to be arbitrary in the past when giving awards, prizes, awards or praise.

Employees must be able to trust their superiors and they know that to be fair with them, if all employees feel they have been abused, or treated unfairly for the work environment is constantly playing favorites, it will be noticed with apprehension, resentment and perhaps even anger in the performance evaluation interview.

So how does a human resources executive deal with these interviews with employees? How can reduce stress and get to the bottom of issues. After all, if there are such problems in the workplace, communication is the key to fixing them, but if the employee does not trust his superiors, it is likely that they can not trust human resources and business.

Of course, it goes without saying that the directors of human resources should not be too quick to take sides, it may well be that the employee is the problem and if so, the performance review should be noted that the employee and shall be put on notice . The worker must also remember that what is expected and the level of performance that is acceptable.

The employee must understand and accept this minimum level of performance and admit if their previous performance was poor. The employee should also provide reasonable accommodation or things you promise to do to correct this problem and sign the performance review together with such recommendations. This is very important in the case where there are never any legal issues or if the employee must be terminated at a later date for poor performance, because all this .......