Checklist of 50+ Common Errors in Performance Appraisals

Performance Management (Appraisals)
Knowledge Center

 
Performance Management (Appraisals) > Best Practices

Sign up


Martin Dale
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

  Michel Lemieux
 

Performance Appraisal Errors

You could add 7. Lack of preparation of evaluator (...)

  Runyararo Chimwanda
 

Common Perfomance Management Errors

8. Cultural aspects prevent an objective rating: i (...)

  Oosterhof
 

Common Performance Appraisal Mistakes

9. Making appraisals too complicated is a common m (...)

  David McAra
Consultant, United Kingdom
 

Performance Appraisal is a Big Mistake

The biggest mistake is imagining that performance (...)

  shaikh husnuddin nooruddin
Student (MBA), Qatar
 

Mistakes by Managers in Appraisal

10. Not considering the period of service and educ (...)

  Mauro Piccone
 

People are Different

11. Not being adaptive in the appraisal. People ar (...)

  Ugeux
 

Common Mistakes in Appraisals

12. Use of a Gauss curve based on budget availabil (...)

  ATBA Bouchaib
Technical Studies Service Manager, Morocco
 

Common Errors in Performance Appraisal

13. Overemphasizing negative aspects of the perfor (...)

  NAVIN
 

Common Error Made Deliberately in Performance Appraisal.

14. Biasing deliberately towards employees is the (...)

  Gerald Abeyawardena
Singapore
 

Performance Appraisal Errors

15. Leniency: giving higher marks than the individ (...)

  Joseph
Director, Malta
 

Importance of the Person

17. Treating employees as assets: employees should (...)

  Gana Cisse
P&CM, Senegal
 

Other Mistakes in Performance Appraisal

18. Projection Effect: when the appraiser projects (...)

  H P JANI
 

Frequent Performance Appraisal Mistakes

21. Impatience: an appraisal must be followed by h (...)

  Ngosa Mubanga
 

Frequent Mistake by Managers in Appraising Surbordinates

22. Wait for the final appraisal to point out empl (...)

  Philip Oldfield
Project Manager, United Kingdom
 

Frequent Performance Appraisal Errors

23. Lack of effort and viewing the appraisal as a (...)

  MARIA DOLORES MIRANDA
HR Consultant, Nicaragua
 

Frequent Performance Appraisal Errors

24. Lack of a Rational Technique to analyze the ap (...)

  Marcel Wiedenbrugge
Consultant, Netherlands
 

Performance Appraisal Purpose and Targets

26. Not clearly defining purpose and targets. Addi (...)

  Jayaram
Project Manager, India
 

Performance Appraisal Errors

27. Annual meeting only: performance appraisal sh (...)

  Rev. Joseph Ubom
 

Performance Appraisal Structure and Reward System

Organizations should create a more structured syst (...)

  Fariborz
Manager, Iran
 

Frequent Performance Appraisal Flaws

29. Unqualified appraiser: since performance appra (...)

  Ray Hager
 

Frequent Performance Appraisals Faults

30. (Un)pleasant surprises: nothing in a performan (...)

  Nirmala Herrkaur Strange
CxO / Board, United Kingdom
 

SMART Performance Appraisals

31. Objectives not SMART: discerning which employe (...)

  mthembu
Civil Engineering , South Africa
 

Common Performance Appraisal Fallacies

32. Rigid appraisal formats: the appraisal system (...)

  TOM BARASA
Lecturer, Kenya
 

Problems with Perfomance Appraisals

The performance appraisal system is good in improv (...)

  Ismail Sahabodien
 

Performance Appraisals Problems

34. Poor Identification of Objectives of Organizat (...)

  Ahmed N. Qeshta
 

Performance Evaluation System

35. The performance evaluation system itself is ba (...)

  sujata
freelance trainer - soft skills, India
 

Biases and Grudges During Appraisal Time

36. Time to get even: a lot of supervisors wait fo (...)

  Dodi Gunawan
 

Strictness in Performance Appraisal

37. Strictness. This "strictness" is subject to th (...)

  Y.S.Ganesh
Senior Teaching Faculty , India
 

Errors in Appraisals in Multinationals due to Cultural Differences

In case of multinational companies: 38. Lack of c (...)

  Hor Kam Peng
Business Consultant, Malaysia
 

On 10: Years of Service and Education Level

@shaikh husnuddin nooruddin: Years of service and (...)

  Simon Lum
Consultant, Australia
 

On 4. Performance Appraisal Being Too Subjective

It is a "performance appraisal", therefore a big p (...)

  Jozef Van Giel
Strategy Consultant, Belgium
 

The Main Mistake is Organizing Appraisals

The most important mistake of performance appraisa (...)

  Jesu
Teacher, India
 

Crucial Error in Performance Reviews

41. Not using the review for capacity building and (...)

  Zinnia Umana
Manager, El Salvador
 

Mistakes when Conducting Performance Appraisals

Another common mistake is 42. Not having set basi (...)

  Mohammed Ishag Altaib
Manager, Sudan
 

On 4. Use of Feelings Instead of Facts and Truth

I agree facts and the truth are the areas the eval (...)

  THEOPHILUS AKITA
Manager, Ghana
 

On 23. Lack of effort to Prepare Appraisal

In most cases, one does not even critically examin (...)

  Paolo Pozzi
Business Consultant, Italy
 

Question to To David McAra on Performance Appraisal Itself as a Mistake

@David McAra: I strongly agree that performance ev (...)

  Graham Blowers
Consultant, Mexico
 

Performance Appraisal is an Opportunity

The PA is an opportunity to review the progression (...)

  Sally Abdel Raouf
Management Consultant
 

Problems in Performance Appraisal

43. Improper formulation of the appraisal form can (...)

  Charles P. Keith
Management Consultant, United States
 

Problem with Performance Appraisals

Most performance appraisals are based on an agreed (...)

  Nirmala Herrkaur Strange
CxO / Board, United Kingdom
 

Problems with Performance Appraisals

The emphasis is on agreed objectives/deliverables (...)

  THEOPHILUS AKITA
Manager, Ghana
 

On 44. Impact Statements

@Charles P. Keith: that one agrees with his superv (...)

  asada raymond
Accountant, Nigeria
 

Another Frequent Error in Performance Appraisals

46. Appraisers often lack adequate knowledge of th (...)

  P.R.RAVINDRAN
Partner, India
 

Using Performance Appraisal for Victimizing or

47. Using Performance Appraisal to settle scores o (...)

  David McAra
Consultant, United Kingdom
 

Why Conducting a Performance Appraisal is a Mistake

@Paolo Pozzi: Thanks for your question. My concern (...)

  Syed Arifulla MBA, PMP, Prince2
Project Manager, United Kingdom
 

On 23: DELIBERATELY Not Informing the Employee with Proper Expectations and Metrics

Sometimes 49. Managers deliberately do not set up (...)

  Mark Fuller
Director, South Africa
 

Errors in Performance Appraisals

50. Not measuring against the appraisee's previous (...)

  Yashashree Borges
Manager, India
 

Errors in Performance Appraisals

51. Business heads not taking performance appraisa (...)

  Jozef Van Giel
Strategy Consultant, Belgium
 

Stop Appraisal Interviews

@Paolo Pozzi: Well, instead of relying on experien (...)

  Briolett
Manager, Canada
 

On 4: Subjective Appraisals

WHAT IS A SUBJECTIVE APPRAISAL? In subjective app (...)

  Simon Lum
Consultant, Australia
 

On 27: Appraisal is not an Annual Affair

@Jayaram: I agree constant feedbacks and reinforce (...)

  Ling CHONG
 

On 26: Performance Appraisal Purpose and Targets

@Marcel Wiedenbrugge: I agree for any appraisal to (...)

  Javier Elenes
Business Consultant, Mexico
 

2 More Mistakes to Avoid in Performance Evaluation

There are 2 more common BIG mistakes that you shou (...)

  Bad Spot
Consultant, Canada
 

Performance Management Bad Practices

For a long time, I've been wondering why do some o (...)

  Jaap de Jonge
Editor, Netherlands
 

Relying on Hearsay

@Bad Spot: See #4, #6, #24, #36 and #47. (...)

 

More on Performance Management (Appraisals)
Summary
Forum
How to Get Employees to Improve? Issues with Feedback
🔥How to Manage Up and Across while Working from Home?
Consider the Job Situation in Appraisals
Appraise the Past, Develop for the Future
Decentralized Performance Appraisals
Performance Appraisal Quotes
Theory of Performance Appraisal?
Bonuses.. what is Fair to All Within Large Corporations
Double Purpose of Employee Appraisals
How Role Clarity and Employee Performance Management can help with Strategic Focus
How to Deal with Very Good Performers?
Mismatch in Performance Appraisals: Actions from Last Year are Rewarded/Punished This Year
Optimize on the Strengths of your Employees
Deloitte’s New Performance Management System
New Performance Appraisal System for Teachers in the Philippines?
Subjectivity in Performance Appraisals
Value System Appraisal
Annual Confidential Report (ACR) Systems
Comparing Appraisals with Examinations
Appraising the What and the How
Feedback Should be Like a Mirror: Neutral
How to Conduct Appraisals in Project Organizations?
The Best Methods of Performance Appraisal System in Government Sector
Tips on Performance Management of Employees
From Business Objectives > Department Deliverables > Employee Objectives > Performance Appraisal
Methods for Evaluation of Employees
Performance Appraisal and Salary Determination
Performance Appraisals are not Fair
The Meanings of Performance Evaluations
Difficulty of Conducting Performance Apprasals in an R&D Organisation
Best Practices
Checklist of 50+ Common Errors in Performance Appraisals
How to Achieve Fair Performance Appraisals?
No Routine Annual Performance Appraisals
How to Give Constructive Feedback? Models and Tips
Concerns not Previously Discussed During Performance Reviews
How to Deal with Average Performers?
Open Communication? Try Coffee Talks
Wrong Use of Employee Appraisals
Three Types of Performance Appraisals
Obsession with Quantifying Human Performance
Broken Confidentiality of Performance Appraisals
Don't Forget Appraisal Follow-up
How to Deal with Poor Performers and Non Performers?
Conditions for Successful Performance Appraisals
Outcomes of Performance Appraisals
How to Receive Personal Feedback? Tips
How to React When You are Undervalued?
How to Prepare for a Performance Appraisal as Appraiser
Tips for Ensuring Performance Appraisals Hold Up in Court
Appraisal for Future Job?
Avoiding Biases in Performance Appraisals
Disparaging Appraisal Terms
Special Interest Group

Are you interested in Performance Management (Appraisals)? Sign up for free

Notify your students

Copy this into your study materials:

and add a hyperlink to:

Link to this discussion

Copy this HTML code to your web site:


Performance Management (Appraisals)
Knowledge Center

 


About 12manage | Advertising | Link to us / Cite us | Privacy | Suggestions | Terms of Service
© 2021 12manage - The Executive Fast Track. V15.7 - Last updated: 16-1-2021. All names ™ of their owners.