Checklist of Common Errors in Performance Appraisals

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Checklist of Common Errors in Performance Appraisals
Martin Dale, USA
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'.
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, Canada
You could add
7. Lack of
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Runyararo Chimwanda, Student (MBA), Netherlands
8. Cultural aspects prevent an objective rating...

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Oosterhof, Netherlands
9. Making appraisals too complicated is a c...

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David McAra, Consultant, United Kingdom
The biggest mistake is imagining that performance ...

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shaikh husnuddin nooruddin, Student (MBA), Qatar
10. Not considering the period of service and e...

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Mauro Piccone, Italy
11. Not being adaptive in the appraisal. Pe...

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Ugeux, Belgium
12. Use of a Gauss curve based on budget availa...

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ATBA Bouchaib, Technical Studies Service Manager, Morocco
13. Overemphasizing negative aspects of the per...

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NAVIN, India
14. Biasing deliberately towards employees ...

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Gerald Abeyawardena, Other, Singapore
15. Leniency: giving higher marks than the ...

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Joseph , Director, Malta
17. Treating employees as assets: employees...

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Gana Cisse, P&CM, Senegal
18. Projection Effect: when the appraiser p...

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H P JANI, Management Consultant, India
21. Impatience: an appraisal must be follow...

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Ngosa Mubanga, Zambia
22. Wait for the final appraisal to point out e...

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Philip Oldfield, Project Manager, United Kingdom
23. Lack of effort and viewing the appraisal as...

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MARIA DOLORES MIRANDA, HR Consultant, Nicaragua
24. Lack of a Rational Technique to analyze...

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Marcel Wiedenbrugge, Consultant, Netherlands
26. Not clearly defining purpose and targets

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Jayaram, Project Manager, India
27. Annual meeting only: performance appra...

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Rev. Joseph Ubom, USA
Organizations should create a more structured syst...

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Fariborz, Manager, Iran
29. Unqualified appraiser: since performanc...

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Ray Hager, USA
30. (Un)pleasant surprises: nothing in a pe...

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Nirmala Herrkaur Strange, CxO / Board, United Kingdom
31. Objectives not SMART: discerning which ...

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mthembu, Civil Engineering , South Africa
32. Rigid appraisal formats: the appraisal ...

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TOM BARASA, Lecturer, Kenya
The performance appraisal system is good in improv...

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Ismail Sahabodien, Production Operations Manager, South Africa
34. Poor Identification of Objectives of Organi...

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Ahmed N. Qeshta, Palestine, State of
35. The performance evaluation system itself is...

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sujata, freelance trainer - soft skills, India
36. Time to get even: a lot of supervisors ...

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Dodi Gunawan, Indonesia
37. Strictness. This "strictness" is subjec...

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Y.S.Ganesh, Senior Teaching Faculty , India
In case of multinational companies:
38. La...

On 10: Years of Service and Education LevelSign up
Hor Kam Peng, Business Consultant, Malaysia
@shaikh husnuddin no...

On 4. Performance Appraisal Being Too SubjectiveSign up
Simon Lum, Consultant, Australia
It is a "performance appraisal", therefore a big p...

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Jozef Van Giel, Strategy Consultant, Belgium
The most important mistake of performance appraisa...

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Jesu, Teacher, India
41. Not using the review for capacity building ...

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Zinnia Umana, Manager, El Salvador
Another common mistake is
42. Not having s...

On 4. Use of Feelings Instead of Facts and TruthSign up
Mohammed Ishag Altaib, Manager, Sudan
I agree facts and the truth are the areas the eval...

On 23. Lack of effort to Prepare AppraisalSign up
In most cases, one does not even critically examin...


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Graham Blowers, Consultant, Mexico
The PA is an opportunity to review the progression...

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Sally Abdel Raouf, Management Consultant, Egypt
43. Improper formulation of the appraisal form<...

Problem with Performance AppraisalsSign up
Charles P. Keith, Management Consultant, United States
Most performance appraisals are based on an agreed...

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Nirmala Herrkaur Strange, CxO / Board, United Kingdom
The emphasis is on agreed objectives/deliverables ...

On 44. Impact StatementsSign up
@Charles P. Keith

Another Frequent Error in Performance AppraisalsSign up
asada raymond, Accountant, Nigeria
46. Appraisers often lack adequate knowledge of...

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P.R.RAVINDRAN, Partner, India
47. Using Performance Appraisal to settle score...

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David McAra, Consultant, United Kingdom
@Paolo Pozzi: T...

On 23: DELIBERATELY Not Informing the Employee with Proper Expectations and MetricsSign up
Syed Arifulla MBA, PMP, Prince2, Project Manager, United Kingdom
49. Managers deliberately do not...

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Mark Fuller, Director, South Africa
50. Not measuring against the appraisee's previ...

Errors in Performance AppraisalsSign up
Yashashree Borges, Manager, India
51. Business heads not taking performance appra...

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Jozef Van Giel, Strategy Consultant, Belgium
@Paolo Pozzi: W...

On 4: Subjective AppraisalsSign up
Briolett, Manager, Canada
In subjective...

On 27: Appraisal is not an Annual AffairSign up
Simon Lum, Consultant, Australia
@Jayaram: I agre...


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Javier Elenes, Business Consultant, Mexico
There are 2 more common BIG mistakes that you shou...


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