Employee Experience Show
Last Updated: December 20, 2019 | Read Time: 5 min When completing performance reviews, psychologists and researchers alike agree that managers naturally exhibit bias in the ratings. To be fair and objective, a performance evaluation must be based on the employee’s job-related behavior, not on the employee’s personal traits, work situation or other factors unrelated to employee performance. Though subjectivity and partiality will never be completely removed from the process, it’s important to keep some of our most common prejudices in mind when completing performance reviews. Below is a Top 10 list of the more frequent rating errors/biases in the performance evaluation process:
It’s a great idea to assess your own biases prior to completing performance evaluations. It is also important to review these common biases with your management team prior to the commencement of performance appraisals, so your performance reviews are more accurate and objective in nature. When you can remove some of the bias from the evaluation process, performance appraisals become much more meaningful for organizational decision-making and compensation adjustments. In addition, they become much more useful to the employee in assessing valid areas that need improvement. Need Help with Performance Reviews?Paycor HR allows your employees to add goals, track performance and interact with their managers from one point of contact. Easily track workflow processes online and receive alerts when an approval is needed, or a change has been made. Interested in learning more? Which of the following errors is described as consistently rating someone higher than is deserved?A horn error occurs when an employee is: consistently rated higher than deserved.
What is the most common appraisal error?Halo effect
The halo effect is one of the most common errors in a performance appraisal. This happens when an appraiser generalises one of the employee's traits and extends it to all the other aspects under review.
What are the rating errors in performance appraisal?Rater errors are errors in judgment that occur in a systematic manner when an individual observes and evaluates another. Personal perceptions and biases may influence how we evaluate an individual's performance.
What type of perceptual bias may cause a manager to rate their employees higher than deserved because the manager wants to be liked?Affinity and Alienation Bias
If your organization struggles with affinity bias, it means the rater gives higher ratings to those employees with whom they believe they have more in common. Alienation bias is the tendency to give lower ratings to those with whom the manager believes they have less in common.
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