Employee Assessment: Fill & Download for Free

Here’s the way it works in my experience:You can’t do a deep dive employee assessment and then fire specifically targeted individuals due of the legal liabilities that various individuals might raise: age, gender, sexual orientation, race, etc.So, you hire McKinsey or some other such firm. Tell them you need to cut $10,000,000 in expenses. Pay them $3,000,000 to tell you to cut 20% of workforce according to some sort of magical formula that they have come up with that they assure you is not based on age, gender, sexual orientation, race, etc.Then, you lay all of those people off.Then, no work gets done by anyone, including top performers, because no one really knows who is getting laid off, if the lay-offs are over or not, who is protected, etc.Then, the top performers leave because they know they are top performers and that they are on a sinking ship. They dust off their resumes and search for greener pastures.Do you replace them when they leave? No, because your next step will be to institute a hiring freeze. Now you have no top talent and no plan to replace them.Then, you realize that the reason you had all of those people that previously represented 20% of the work force is that you actually had all of these projects going on that those people were working on.So, you hire about 20%-30% of them back as contractors at twice their previous salary - but no benefits. Why? Because the hiring freeze only applies to full time employees. Hiring people back as contractors is the way around this.Oh, the people you hired back as contractors are probably your diligent but replaceable types of employees, productive but certainly not high performers. Most of their value comes from their institutional knowledge.Now that you’ve cut 20% of your workforce and all of your top talent has left, guess what happens? Surprise, surprise, the productivity of your department will continue to decline. The solution to solving this decline will be to cut 20% of the employees, who senior management views as nothing but dead weight, but keep the top employees…Oh, but by then, you will be out the door for failing to turn things around. Cutting the next 20% will be the interview question of the person that replaces you.Wash. Rinse. Repeat.

Check out emplo, a performance management platform, packed with:objectives and key resultsperformance appraisalcompetence assessmentknowledge testsObjectives and key resultstrack goal progressdefine your organization’s objectivesmake sure your organization is transparent by setting goals that can be viewed by all employeesshow a link between individual, team and company objectives.Performance appraisalsemployee assessments no longer eat up your time. The whole process runs online in the form of online questionnairesyou can track process progress at all timesdownload a complete reportget reminders and notifications.Competence assessment- define employees’ competences- have access to a ready-to-use library of predefined competencies.- measure employees’ competencies.Knowledge tests- a test doesn’t need to stressful- check employees’ knowledge thanks to different types of questions

A great ready to use template that I used at my company you can find at this location:Employee Performance Review Template (EPR) [1]example.It contains everything you need. 8 pages with all the key elements often used at a review.Small tip. If you want $1 discount, try to use the following code at checkout: BEN35 Maybe it still works ;)Footnotes[1] Premium Employee Performance Review Template (EPR)