Performance Appraisal Mistakes Managers Make by Jay Holstine

Some people dread performance appraisals, while others view them as essential to their job. No matter which side of the fence you’re on, you must be aware of the most common mistakes made during performance appraisals. By avoiding these mistakes, you can make the process easier for you and your employees. In this blog post by Jay Holstine, we’ll discuss four common performance appraisal mistakes and how to avoid them.

Jay Holstine’s Guide to Performance Appraisal Mistakes Managers Should Avoid

Halo Effect

One common performance appraisal mistake is the “halo effect.” A single positive trait influences our overall impression of an employee’s performance.

According to Jay Holstine, if employees are always punctual, we may mistakenly believe they are reliable, competent, and hard-working. As a result, we may give them a higher rating than they deserve.

Alternatively, the halo effect can also reverse, causing us to rate an employee lower than they deserve because of a single negative trait.

Either way, the halo effect can lead to inaccurate performance appraisals that don’t accurately reflect an employee’s true strengths and weaknesses.

Not Having an Action Plan

Performance appraisal aims to identify strengths and weaknesses, provide feedback, and set goals for future development.

Performance Appraisal can be an effective tool for managing employee performance, but it can also be a source of tension and conflict if not managed properly. One of the most common mistakes managers make is not having an action plan.

Jay Holstine believes that without an action plan, performance Appraisal can devolve into a bureaucratic exercise that does more harm than good.

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