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Martin Dale
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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 emplo (...) Read more? Sign up for free
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Michel Lemieux
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You could add
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