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Yearly performance reviews are critical to maintaining the overall productivity of your staff. Managers who avoid performance issues ultimately decrease employee morale, decrease credibility of management, decrease the enterprise's overall effectiveness, and unnecessarily waste time and resources. Use this template to help you develop a standardized, iterative in-house performance review process.
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1 Comment
As long as we remain in the current model of one person supervising and being responsible for performance reporting we will by stymied by the social differences between one departmental supervisor vs another. The best possible model would involve input from peers and other department personnel that interact with the employee under review. Too many times the manager has no idea on the details of day to day work methods.