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Martin Dale
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Checklist of 50+ Common Errors in Performance Appraisals
I was asked to make a list of common mistakes by managers in performance appraisals.
G.T. Milkovich and J.M. Newman report the following ones (Compensation, 2002):
1. Halo Effect: a favorable rating for all job duties based on performance in one duty in which the employee is a 'saint'. In general the halo effect is defined as an immediate judgement discrepancy, or cognitive bias, where a person making an initial assessment of another person, place, or thing will assume ambiguous (Editor: ~open to more than one interpretation; not having one obvious meaning) information based upon concrete information.
2. Central Tendency: rating all employees close to the midpoint of the scale (irrespective of their actual performance).
3. Recency Effect: judging overall effectiveness on the basis of recent experience.
Some others I found:
4. Subjectiveness: based on gut feeling
5. No/Poor Follow-up
6. Improper Preparation
Who can help me and provide further common mistakes or biases in employee appraisals? Thanks!
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Michel Lemieux
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Performance Appraisal Errors
You could add
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Common Error Made Deliberately in Performance Appraisal.
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Frequent Mistake by Managers in Appraising Surbordinates
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Frequent Performance Appraisal Errors
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Frequent Performance Appraisal Errors
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Performance Appraisal Errors
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Performance Appraisal Structure and Reward System
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Frequent Performance Appraisal Flaws
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Frequent Performance Appraisals Faults
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Common Performance Appraisal Fallacies
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Lecturer, Kenya
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Problems with Perfomance Appraisals
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Performance Appraisals Problems
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Performance Evaluation System
35. The performance evaluation system itself is ba (...)
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Biases and Grudges During Appraisal Time
36. Time to get even: a lot of supervisors wait fo (...)
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Dodi Gunawan
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Strictness in Performance Appraisal
37. Strictness. This "strictness" is subject to th (...)
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Y.S.Ganesh
Senior Teaching Faculty , India
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Errors in Appraisals in Multinationals due to Cultural Differences
In case of multinational companies:
38. Lack of c (...)
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Hor Kam Peng
Business Consultant, Malaysia
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On 10: Years of Service and Education Level
@shaikh husnuddin nooruddin: Years of service and (...)
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Simon Lum
Consultant, Australia
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On 4. Performance Appraisal Being Too Subjective
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The Main Mistake is Organizing Appraisals
The most important mistake of performance appraisa (...)
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Teacher, India
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Crucial Error in Performance Reviews
41. Not using the review for capacity building and (...)
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Manager, El Salvador
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Mistakes when Conducting Performance Appraisals
Another common mistake is
42. Not having set basi (...)
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Mohammed Ishag Altaib
Manager, Sudan
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On 4. Use of Feelings Instead of Facts and Truth
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THEOPHILUS AKITA
Manager, Ghana
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On 23. Lack of effort to Prepare Appraisal
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Question to To David McAra on Performance Appraisal Itself as a Mistake
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THEOPHILUS AKITA
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Another Frequent Error in Performance Appraisals
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Partner, India
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Using Performance Appraisal for Victimizing or
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Consultant, United Kingdom
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Why Conducting a Performance Appraisal is a Mistake
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Project Manager, United Kingdom
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On 23: DELIBERATELY Not Informing the Employee with Proper Expectations and Metrics
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Mark Fuller
Director, South Africa
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Errors in Performance Appraisals
50. Not measuring against the appraisee's previous (...)
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Yashashree Borges
Manager, India
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Errors in Performance Appraisals
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Jozef Van Giel
Strategy Consultant, Belgium
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Stop Appraisal Interviews
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Briolett
Manager, Canada
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On 4: Subjective Appraisals
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Simon Lum
Consultant, Australia
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On 27: Appraisal is not an Annual Affair
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On 26: Performance Appraisal Purpose and Targets
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Relying on Hearsay
@Bad Spot: See #4, #6, #24, #36 and #47. (...)
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