The challenges organizational leaders face continue to change and to become more complex. One constant, however, remains our need to manage our employees’ performance, whether they are working from our office 🏢 or their office at home 🏠. As we know, proper documentation and managing our employees with empathy are crucial for a myriad of employee relations and litigation (avoidance) reasons. And yet, we hear far too often managers providing excuses for not putting finger to keyboard or pen to paper to let their most important assets, their people, know how they're doing.

Today's video takes you through five of the most common articulations I hear from supervisors and managers and why these articulations are not now, never have been, and never will be viable rationales for not managing our people. It will further explain how to respond to managers who use these excuses. The five I will discuss:

1️⃣ I don't have time.

2️⃣ If I leave it alone, it will get better on its own.

3️⃣ I don't like conflict.

4️⃣ I'm worried the performance management might lead to a claim.

5️⃣ Out of sight, out of mind.

Here's the reality - until and unless leaders understand why performance management is critical, how most effectively to do it won't matter because, plain and simple, they will keep ignoring this crucial responsibility.

Have a great week!

Duane Morris LLP

______________________________________________________

Michael S. Cohen is a partner in Duane Morris’ Employment, Labor, Benefits and Immigration Practice Group. He concentrates his practice in the areas of employment law training and counseling. Michael is a nationally-recognized thought leader on workplace culture and human resources issues. He has trained and counseled employers throughout the country and regularly conducts more than 200 trainings each year.

Michael Cohen (215) 979-1882

[email protected]

https://www.linkedin.com/in/michaelscohen12

https://www.duanemorris.com/attorneys/michaelscohen.html

Pronouns: he/him