Linking job descriptions to employee performance reviews

One of the performance review tips that many managers choose to ignore is the rule to link job descriptions to employee performance reviews. It is ignored because it often takes a bit of effort and extra time. Everyone is pressed for time these days, but taking the time to improve the performance review template and bring it in line with current job descriptions will be well worth your trouble.

The issue begins when companies develop job descriptions for the first time and never update them, even though jobs have changed. Or perhaps the performance review template was done by a consultant five years ago and no one has touched it since. Either way, leaving employee performance reviews divorced from job descriptions can create fertile ground for misunderstandings, anger and litigation.

No one wants to be hired for one position and measured for another. Employees come to work wanting to be successful, and getting evaluated on seemingly random attributes of performance is a slap in the face.

Additionally, it can create unpleasant surprises at evaluation time as employees think they have met expectations based on the job description, when managers really wanted to see another set of behaviors entirely.

To ensure that everyone is clear on what is expected and to ensure that there are no surprises at review time, linking job descriptions to employee performance reviews is vital. Well begun is half done—don’t put it off any longer if you know its needed at your firm this year.

Until next time
Ingrid Cliff

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Heart Harmony – Freelance HR writer