Many companies approach employee performance reviews with a 360-degree view.
That’s the process where the company factors in viewpoints from other managers, colleagues, customers and even the employee themselves to gain a more accurate picture of the individuals’ true performance. By using this method, companies avoid both the “halo” and the “horns” effect where the most recent behavior skews the overall performance up or down. It also provides a more objective (though not always) assessment of the person’s actual performance across the company.
While companies focus on performance reviews in this manner, many of the same companies don’t use this approach when dealing with staff disciplinary action. Many times, these sensitive yet vital interactions have a narrow approach weighed by the following factors:
- A single disgruntled customer
- A manager who has an agenda regarding the person or position
- An opportunistic colleague wishing to marginalize their co-workers
- A situation in which…
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