Performance Appraisal Mistakes

1. Failing to communicate with employees

For a performance appraisal process to be effective, job-related goals and
standards must be objective, measurable and clearly stated. Employees must
always be aware of these criteria and know where they stand within the
appraisal process.

2. Being inconsistent
Performance reviews are a chance not only to point out inadequacies, but to
praise productivity. By recording both the positives and negatives regarding an
employee’s job performance, you ensure a balanced and consistent appraisal.

3. Taking it personally
It’s natural for performance reviews to be viewed as highly personal
processes. They are. You’re essentially judging the way your employees
conduct themselves while completing their work. Because of this, you might
be tempted to avoid emotionally charged issues so as not to damage
personal relationships or evoke pushback.

4. Waiting too long between performance reviews

When performance appraisals are spread too far apart, you’re less likely
to correct problems or stimulate improvement. The performance appraisal
process is ongoing and should not be viewed as just an annual event.

5. No Baseline
It's impossible to fairly assess an employee's performance without a baseline
of what can reasonably be expected. Make use of the employee's job
description and stated goals during the review. Be careful not to compare the
employee to other workers with different job roles. Assess the employee in
light of the job, not the work of others in different positions.

6. Overemphasis on Attitude
Agreeable, friendly employees who get along well with others are an asset to
any business. Still, many good workers are less winsome and enthusiastic. If
an employee's attitude or lack of social skills is creating tension in the
workplace, address it, but don't risk losing a competent worker just because
the employee isn't a cheerleader or everybody's friend.

7. Influence of Halo Effect Bias

Halo effect is a particular bias that can skew your assessments to be more
positive than they ought to be. With the halo effect, the employee has a
particular characteristic or area of performance that you find particularly
appealing, which affects the way you perceive every aspect of the worker's
performance.

For example, if you have an employee who is an excellent researcher who

develops reports that contain accurate and timely information, you may be
inclined to look more favorably on the employee's performance in other areas,
even though the facts show that the skill sets in these other areas are not as
strong.

8. Single Deficiency Focus

Over focusing on a deficiency is the opposite of the halo effect. Some
employees may struggle in one particular area, even though their performance
of other tasks is good or even excellent. Don't overlook behaviors or skills that
need improvement but don't let your frustration cause you to ignore or
minimize everything that the employee does correctly.

9. Ignoring the Entire Timeline

Performance reviews typically focus on a specific period, usually the past
year. Unfortunately, some managers tend to focus on the most recent weeks
and months, ignoring performance throughout the year. Another mistake is to
over focus on a single situation or project rather than to examine the
employee's entire performance record.

10. Unawareness of Negative Biases

Everyone has biases, and many of these can be unconscious. Employers and
managers need to keep biases in check when completing performance
reviews. Typically, biases develop based on race, gender, sexual orientation,
religion, or aspects of the employee's appearance.

Before offering a review that can have a serious impact on an employee's

career trajectory, the person providing a review should engage in self-
reflection to examine any possible biases. Would the same report be given to
an employee who has different personal characteristics than the employee
under consideration?

11. Lack of Professional Development Plan

Most employees strive to improve their skills and move forward into more
challenging positions that offer higher compensation. Sometimes, though,
managers focus entirely on performance within the employee's current
position, leading to a missed opportunity. The employee misses out on
opportunities for professional growth, and the employer fails to tap the
worker's potential.

12. Failure to Listen

An annual performance review is not an opportunity for managerial catharsis.
While it is the employee who is under review, the manager has to take some
responsibility for the worker's performance. Managers need to listen closely
and acknowledge an employee's explanations, concerns and feedback.

13. No Actionables
A good review reports the past and offers direction for the future. Employer
and employee should use the review as an opportunity to establish goals for
the year and to plan for the employee to acquire and improve skills.