FREE Videos for Employee Training and Development We'll do our best to keep the content fresh to make a re-visit worthwhile.
! The free videos may not be streamed into a classroom, copied, or downloaded without written permission from the owners of employeeuniversity.com. To purchase a DVD-R of any of these programs, please contact our sales team @ 888-215-8532. Links to this page are welcome.
The question posed to the group in the video is this: What if I do not have good employee performance tracking system in place, should I NOT do a performance evaluation if my review will be subjective?
VIEWING NOTE: There were image and sound problems with the camera that focused on Darin, so until the editors fix him up, we begin each video after Darin posed the question to the group.
Participating in this video
Top Row, Right to Left: Joe Beachboard (Shareholder, Ogletree Deakins Employment Law Firm), and D. Mark Hilliard (Vice President Law & Deputy General Counsel, Scientific Atlanta, A Cisco Company).
Bottom Row, Right to Left: John Alan Doran (Shareholder, Greenberg Traurig LLP), Eileen Drake, (Attorney In-House Counsel), and Dr. Dennis Davis PhD (President, The Help Center).
Moderator: Darin Hanks, from Employee University (off camera)
About the free videos...
In 2006, our own Darin Hanks moderated a roundtable discussion at the third annual Labor and Employment Law Advanced Practices Symposium (LEAP). Participating in the discussion were several attorneys and experts in employment and labor practice.
We will be editing the footage for sale in a DVD to be released at a later date, but in the meantime, we are offering cuts of this discussion FREE OF CHARGE by way of the web.
Most of the video clips are related to employee performance management; with a few on diversity and respect in the workplace.
What would you say to a business owner that opts NOT to do employee performance evaluations? But rather, intends to manage employee performance solely with discipline forms.
What if there is not good performance tracking in place, should a company NOT do a performance evaluation if the review will be subjective?
It is difficult to write a performance evaluation for an employee such as a secretary or assistant. Do you have any advice for measuring performance of an employee that does ad hoc tasks and quick-special-projects?
The most common categories used when measuring employee performance are: Job Knowledge, Customer Service, Productivity, and Quality of Work. Are there any categories that you do not like to see on a performance evaluation?
Are proper punctuation, grammar, and spelling important when it comes to writing a formal performance evaluation? Do Jurors care?
Let’s say an employee has been written up; they have been given 60 days to improve a particular area of performance or attendance. Their formal evaluation is due before the 60 days is over; should the formal review be delayed until the employee has satisfactorily completed the corrective review?
For simplicity, should employee performance ratings be limited to: Does Not Meet, Meets, and Exceeds?
