IV. Performance review and planning
J. Common mistakes to avoid in the performance review process
- Emphasis is placed on the evaluation form, rather than the goals of the evaluation process.
- Evaluators fail to tell the truth so that the employee will get a bigger increase.
- Evaluators fail to tell the truth because of a fear of confrontation.
- Adequate time is not allowed; the review is not prepared well in advance.
- Review comments are too general.
- A performance award increase is not consistent with the performance review.
- Negatives are avoided.
- The supervisor is not familiar with the quality of the employee's work.
- Tendency to forget about past problems/accomplishments and to focus instead on recent events.
- The supervisor addresses performance issues for the first time in the performance review so that the employee is surprised.
- The "halo effect:" the supervisor tends to rate all aspects of performance based on the observance of one trait.
- The "horn effect:" supervisors tend to let one poor rating influence all other ratings, resulting in a lower overall evaluation than is really deserved.
- The "central tendency effect:" tendency to rate all areas in the middle of a rating scale from fear of rating too high or too low.
- "Similarity effect:" the supervisor tends to give high ratings to employees "most like me" and lower ratings to employees "not like me."
last revised: 7/1/2007
last reviewed: 2/20/2012