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
 

 
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Runyararo Chimwanda, Student (MBA), Netherlands
 

   

 
Performance Appraisal is a Big Mistake
David McAra, Consultant, United Kingdom
 

 
Mistakes by Managers in Appraisal
shaikh husnuddin nooruddin, Student (MBA), Qatar
 

 
People are Different
Mauro Piccone, Italy
 

   

 
Common Errors in Performance Appraisal
ATBA Bouchaib, Technical Studies Service Manager, Morocco
 

   

 
Performance Appraisal Errors
Gerald Abeyawardena, Other, Singapore
 

 
Importance of the Person
Joseph , Director, Malta
 

   

 
Frequent Performance Appraisal Mistakes
H P JANI, Management Consultant, India
 

   

 
Frequent Performance Appraisal Errors
Philip Oldfield, Project Manager, United Kingdom
 

 
Frequent Performance Appraisal Errors
MARIA DOLORES MIRANDA, HR Consultant, Nicaragua
 

 
Performance Appraisal Purpose and Targets
Marcel Wiedenbrugge, Consultant, Netherlands
 

 
Performance Appraisal Errors
Jayaram, Project Manager, India
 

   

   

   

 
SMART Performance Appraisals
Nirmala Herrkaur Strange, CxO / Board, United Kingdom
 

 
Common Performance Appraisal Fallacies
mthembu, Civil Engineering , South Africa
 

 
Problems with Perfomance Appraisals
TOM BARASA, Lecturer, Kenya
 

 
Performance Appraisals Problems
Ismail Sahabodien, Production Operations Manager, South Africa
 

 
Performance Evaluation System
Ahmed N. Qeshta, Palestine, State of
 

 
Biases and Grudges During Appraisal Time
sujata, freelance trainer - soft skills, India
 

   

   

 
On 10: Years of Service and Education Level
Hor Kam Peng, Business Consultant, Malaysia
 

 
On 4. Performance Appraisal Being Too Subjective
Simon Lum, Consultant, Australia
 

 
The Main Mistake is Organizing Appraisals
Jozef Van Giel, Strategy Consultant, Belgium
 

   

 
Mistakes when Conducting Performance Appraisals
Zinnia Umana, Manager, El Salvador
 

 
On 4. Use of Feelings Instead of Facts and Truth
Mohammed Ishag Altaib, Manager, Sudan
 

 
On 23. Lack of effort to Prepare Appraisal
THEOPHILUS AKITA, Manager, Ghana
 

   

 
Performance Appraisal is an Opportunity
Graham Blowers, Consultant, Mexico
 

 
Problems in Performance Appraisal
Sally Abdel Raouf, Management Consultant, Egypt
 

 
Problem with Performance Appraisals
Charles P. Keith, Management Consultant, United States
 

 
Problems with Performance Appraisals
Nirmala Herrkaur Strange, CxO / Board, United Kingdom
 

 
On 44. Impact Statements
THEOPHILUS AKITA, Manager, Ghana
 

 
Another Frequent Error in Performance Appraisals
asada raymond, Accountant, Nigeria
 

   

 
Why Conducting a Performance Appraisal is a Mistake
David McAra, Consultant, United Kingdom
 

 
On 23: DELIBERATELY Not Informing the Employee with Proper Expectations and Metrics
Syed Arifulla MBA, PMP, Prince2, Project Manager, United Kingdom
 

 
Errors in Performance Appraisals
Mark Fuller, Director, South Africa
 

 
Errors in Performance Appraisals
Yashashree Borges, Manager, India
 

 
Stop Appraisal Interviews
Jozef Van Giel, Strategy Consultant, Belgium
 

 
On 4: Subjective Appraisals
Briolett, Manager, Canada
 

 
On 27: Appraisal is not an Annual Affair
Simon Lum, Consultant, Australia
 

 
On 26: Performance Appraisal Purpose and Targets
Ling CHONG, HR Consultant, Singapore
 

 
2 More Mistakes to Avoid in Performance Evaluation
Javier Elenes, Business Consultant, Mexico
 

 
 

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