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Too many law offices have sloppily put together employee evaluation systems.
These mostly ineffective systems are typically used haphazardly, inconsistently and hurriedly. This means that they result in unfair and inaccurate results.
Does it really matter in the big scheme of things? The answer is a resounding "Yes" if you want a steadily productive, loyal, efficient and top-notch legal team in your corner.
Good evaluation systems are well worth the time and effort put into their creation, implementation and monitoring. They help management stay in touch with the proper placement of employees, their value to the firm and whether they are doing their jobs well, poorly or somewhere in-between.
Employees like well-designed evaluation systems because: 1) they help clarify what the firm expects from them; (2) they keep them timely informed as to whether they are performing satisfactorily; and (3) they provide the opportunity for a professional exchange of ideas, concerns and questions.
They help clarify what the firm expects from them, keep them timely informed as to whether they are performing satisfactorily and provide the opportunity for a professional exchange of ideas, concerns and questions.
Whether your office's employee evaluation methods need to be established or could stand to be updated or perhaps entirely overhauled, the starter...