The start of a new year is not only a time for setting goals for next year, it is also time for annual performance reviews. In doing these reviews, supervisors must avoid the impulse to be Minnesota Nice and, instead, accurately document issues with employees’ performance. Sugar-coating concerns, or leaving them out of performance reviews entirely, could leave the employer in a difficult spot if the employee later challenges a disciplinary action or other employment action. Read more about a recent case illustrating the need for accurate performance reviews and tips for avoiding this common pitfall at: The Downside of Minnesota Nice in Performance Reviews.