Management Observation Program Best Practice 7 – Documented and Signed Observations
Robustly implemented management observation programs offer many benefits to the organization and its managers. At their core, each of these benefits is derived from aggregation and analysis of the performance data gathered during the observations. Enabling required data synthesis necessitates the documentation of observed occurrences and conclusions. Desired behavior reinforcement and performance improvement, not to mention manager and observation program credibility, necessitate the employee be briefed on the observations made and conclusions drawn. As with all formally documented performance appraisal instruments, the documented observation should be signed by both the manager and employee.[wcm_restrict plans=”25541, 25542, 25653″]
I understand the need to document observation findings but is having the manager and observed employee sign the observation form really necessary?
Absolutely! These signatures are a very tangible demonstration of accountability on the part of the manager and employee. For the manager, his or her signature represents ownership for an accurate and impartial evaluation of the employee’s performance and the sometimes difficult and uncomfortable communication of the performance assessment to the employee. The employee’s signature acknowledges receipt of the performance appraisal. While the employee may disagree with some or all aspects of the evaluation, signed receipt makes him or her accountable for the feedback and therefore responsible for continuing the desired behaviors and correcting the performance shortfalls identified.[/wcm_restrict][wcm_nonmember plans=”25541, 25542, 25653″]
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