What Ruins A Performance Review?

As a human resources manager in a previous work life, I can tell you that this post linked below has some excellent points to consider. As more and more markets add staff (and I mean staff and not independent contractors!), those organizations must add the skills necessary to manage that staff; if the organization is run entirely by a volunteer board, then a handbook on staff management or completing a short course should be required for the Executive Committee or at least the president of each term. If there is a paid director, then certainly basic human resources training available online or possibly through local community colleges or non-profit training centers should be required.
Over and over, I hear from market managers that most of them don’t get an annual review at all or if they do, don’t feel the review is in-depth enough or fair or designed to allow for improvement; they often report that the review contains criticism of issues that were beyond their control or their work is measured in ways that is news to the staff person. All of those are no-nos.
It does seem odd that people management skills are often lacking in non-profits and community initiatives, since that is exactly what they rely on to get the job done.

What Ruins A Performance Review? | LinkedIn.

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