In honor of President’s Day, I thought it’d be fun to take the Performance Appraisal process to the West Wing.
Each day this week, I will be discussing the art of communicating performance reviews while applying the theme of my favorite February holiday: President’s Day.
This series of posts will lead you through the performance review process by appraising several US Presidents. Please excuse any anachronistic references and the general impossibility of the task at hand.
Which President would you like to see subjected to a Performance Appraisal? And what would you say to them if you were appraising their performance? Please get in touch and let me know!
Goals of Presidential Performance Appraisals
Prudent employers should always try to recruit and retain two-term Presidents wherever possible, and release those who are considered impeachment risks. In order to achieve these goals, performance appraisals (whether stellar or poor) should be conducted on a regular and timely basis (i.e., perhaps every January 20) and in a fair manner. As with any paperwork related to personnel actions, performance appraisals should be properly documented.
Appraising George Washington
George is the “Father of His Country,” the epitome of a Top Performer. He has utilized his status as a decorated war veteran to enhance the cohesion of the overall team, and repeatedly receives the full support of his co-workers (getting the Electoral College to unanimously agree on anything is quite a feat). You thank George for his contributions, and celebrate his successes. You allow George the opportunity to discuss his achievements during the appraisal process.
In a subsequent and separate conversation regarding enhancements to George’s total rewards package, George confides that a competitor had tried to poach him with offers of a different title (“King”) and significantly enhanced perks (no taxes). However, George explained that the training and leadership opportunities he had received as part of the organization’s succession planning, combined with his personal investment in the success of the venture, retained him as an employee.
Check back tomorrow for the second post in the series Presidential Performance Appraisals!
Presidential Performance Appraisals (1): George Washington
Marta Moakley February 11, 2013
Get Social with XpertHR
- Performance Management: The Importance of Being Honest October 11, 2012
- What Skills Do CHROs Need to Bring to the Table in 2016? January 29, 2016
- Reduce Workplace Absenteeism With Five Simple Steps June 1, 2015
- SHRM 2015: How Does HR Thrive? June 30, 2015
- Why ‘Ban the Box’ Trend Has Huge Impact on Employers December 17, 2015
- Why Paid Parental Leave Is on the Rise September 20, 2017
- Major Disruptions Will Soon Shape the Future of Benefits September 19, 2017
- 9 Key Tips for Religious Accommodation in the Workplace September 14, 2017
- 5 Ways HR Can Promote Volunteerism in Hurricane Irma’s Wake September 12, 2017
- A 9/11 Look at Employee Political Extremism September 11, 2017
- David Weisenfeld: Thanks for your comment Lou. We appreciate your we...
- Lou charles: "For the group to qualify as a hate or extremist ...
- Ed Burch: Sounds like a snowflake tantrum to me. For years w...
- Robert Sanchez: Gambling in sports is legal in many developed coun...
- angela alma: #david your discussion is appreciated, managing em...
absence management background checks ban the box business practices contingency planning discrimination diversity EEOC employee attitudes employee benefits employee engagement employee handbooks employee leaves employee rights equal opportunities equal pay executive pay FLSA FMLA Global HR global hr harassment HR strategy immigration job offers joint employer layoffs mergers and acquisitions minimum wage NLRB overtime paid sick leave performance management reasonable accommodations recruiting religious accommodation retaliation safety sex discrimination sexual harassment social media telecommuting termination of employment wage and hour workplace violence