Employee Documentation and Documenting Performances

Documenting Performances
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Question 1
Employee documentation makes it easier for supervisors to track behavior and performance of the employees. Managers are endowed with the critical task of documenting performances of employees because the process creates an objective and independent view of what transpires in the workplace. Documenting employee performance, besides the many benefits that accrue to the company safeguards the brand of the company and this, in turn, goes a long way towards ensuring organization success. The benefits of documenting performance are documented as below:-
As managers keep tabs on employee profile and day to day performance levels, documentation helps them look for any trends and or changes that occur in performance. Documentation in this instance will help the manager to develop goals and objectives based on the strengths and weaknesses of the respective employees. Keeping a documentation on an employee will also enable the manager to reward an employee who shows constant improvement and or warnings for those who slacken in the job. The Documentation, therefore, is an unbiased tool that can be used to improve the performance of any organization (Falcone, 2010, p. 2).
The employee performance documentation helps organizations in avoiding court litigation. Employees go to court for any reasons from discrimination in terms religion of sex orientation and race etc. for lesser reasons. It is therefore critically important for organizations to have every employee’s performance details to make it easy to negotiate with lawyers in the case of legal action against the company. Companies would find it hard to combat these issues without any form of record on the employee, and this is where the employee performance documentation comes in handy.
In these tough economic times today recessions and layoffs are common because firms do not have the financial capability to sustain a certain number of employees. The employee performance will be the tool to dictate who goes into force reduction and who is retained. This is a critical stage in the company and should be done with utmost zeal because layoffs are the breeding ground of legal suits against businesses (Reese, 2012, p. 3).
Question 2
In running the performance review meeting effectively the manager should adhere to basic communication procedures. The manager can get the best out of the employees by establishin...