Christine Assaf is an experienced HR Professional with a passion for Social Media. Blogging for over three years Christine started HRTact.com, a professional blog, that talks about all these HR related – both from the manager and employee perspective. You will often find her on twitter exchanging HR wisdom from "behind the scenes." A conference speaking veteran, Christine enjoys helping job seekers with skills assessment, resume review, and mock interviews and coaching executives on best strategies. She is also an active participant in Toastmasters, plays Dungeons & Dragons, loves football and running. Christine’s wit and charm light up the “internet” with the perfect combo of HR knowledge and snark. You can connect with Christine on LinkedIn
AFA Julie says
It’s so frustrating when you have a some managers who don’t do their reviews on time or don’t make them useful. At American Fidelity, we’ve implemented a few things to help with this that seem to work well. We have a specific process for our reviews and communicate with managers directly when they have a colleague with a review coming up. Everything is handled electronically. Employees are required to complete a self-review and be part of the conversation. Managers have a certain amount of time to complete the review and have HR review it, which allows HR to coach managers regarding any problem issues, either regarding employee performance or the manger’s review itself. Managers who don’t complete the process on time are put on list that’s sent to executives. This is the only type of thing we handle this way because we don’t have a micro-managing culture, but this really helps show the importance of the reviews and makes everyone take them seriously.