Management Training: Worth the Investment
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Rate this Column: (3.2 Stars | 6 Votes) |
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| Devora L. Lindeman | lawsuit | age discrimination | performance reviews | performance measurement | management training | discriminatory termination | discrimination | layoffs | human resources | employment law | |
Management training is a hot topic among human resources professionals. They know it should be done—must be done—but convincing key executives is sometimes a challenge. Learn why it is key for training managers to oversee the performance of their direct reports and coordinate with human resources.
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Contributor:
Devora Lindeman |
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Dear Shira, the best approach is to follow Performance Counselling every quarter where the employee can regularly get feedback about his aptitude, this makes him mentally prepared for any kind of adversaries which future has in store for him.
To avoid legal complications, employers should issue show cause notice if they observe any kind of deviate behavior or performance.
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Replies (0)
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Hi, Shira:
Of course Robert could claim a bad review was due to age discrimination. However, if the review contains sufficient objective components, rather than being completely subjective, there is less likelihood that such a claim would succeed. For example, if during his employment Robert was given measurable objectives and deadlines, with specific guidance on what was expected on the job, and then failed to meet them, there would not only be the poor performance review on record, but the initial instructions and then a failure to meet them. This is usually done with sales people, who have goals and targets to be met. However, all positions can be assigned measurable goals, and should be.
This is part of manager training -- ensuring they know how to set employee goals and performance manage employees when they are not met.
While sue-happy employees may sue anyway, objective management and specific task assignment (even if it is "handle this file backlog by the end of the week") can help employers demonstrate performance issues existed.
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Even if Cameron had given Robert a poor performance review, couldn't Robert claim that the bad review was because of age discrimination? I feel like someone who is sue happy will find SOMETHING to sue about. Is there any way to discourage this type of behavior?
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