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Business Sense: Planning for Performance Management — for All Employees

July 6, 2022
Source: U.S. Department of Labor Office of Disability Employment Policy (ODEP)

All employees need feedback on their job performance, both when things are going well and when there’s room for improvement. However, managers sometimes exclude employees with disabilities from honest performance management discussions because they are uncomfortable or worried about violating disability-related laws or regulations.

Recognizing that this practice puts employers and employees at a disadvantage, the Employer Assistance and Resource Network on Disability Inclusion (EARN) offers a centralized webpage on inclusive Performance Management for employees with disabilities. It explains that employers should have the same performance expectations for people with disabilities that they do for all employees and presents tools and resources to encourage professional development.

Some topics explored are outlining performance expectations, clearly identifying behavioral guidelines, setting achievable goals for the employee, and providing ongoing feedback. The webpage also features tips for approaching a performance matter when an employee’s disability may influence the issue.

The resource underscores the importance of ensuring that all employees, including those with disabilities, have equal access to feedback from managers. To learn more about strategies for doing so, access EARN’s Performance Management webpage.

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