The Top 5 Performance Appraisal Biases and how to avoid them

Evaluation of performance appraisal can be improved easily if there is a strong connection between the supervisor and its subordinates. Supervisor alone cannot amend or give better results by merely passing the instructions.

Improved appraisals and satisfied employees are the main assets of any company that empowers the business performance. There are numerous ways to improve the evaluation of performance appraisal, 10 of these are discussed below.

1) Repetitive appraisals

Performance appraisal should be done repetitively i-e periodically or quarterly. If it is held four times a year, it makes the employees attentive and concerned about their performance. It will be equitable for the employee in every meaning and will give the best result. If appraisals are done once a year, and the employee had a bad month in which evaluations were done, he will get an unjust result.

2) Process or Event?

Performance appraisal should be a recurring process instead of a one-off event. Few employees may start working hard two months before the evaluation is started and may come in management’s good books. This leads to bad results of evaluations and wrong promotions. So, in order to gain maximum efforts of employees to gain good appraisals, supervisors should manage high-performance workforce and make it a regular process of the business.

3) Interpersonal relations

Interpersonal relations add a lot to the working environment, success, and empowerment of business performance. Better communication, loyalty, and friendly environment help to get the most of employee’s performance leading to improved appraisals. Any worker cannot give his best if he is not comfortable with the environment and seniors.

4) Conversations; not Confrontations

Supervisors or managers should always try to pull in a conversation with the employee if he is not performing well. They should avoid confronting the employee with issues. This may lead to retaliation in work or directly resignation. To improve, manage and retain the workers, things should be discussed instead of confrontation.

5) Negotiation with the employees

In order to get good performance and appraisals, decisions should be made after discussion and negotiation with the employees. Employees may not work properly if they feel decisions are being imposed on them.

6) Decision making

The workers should be involved in decision-making processes as it boosts their spirits and increases their interest in the projects. Apart from moral encouragement, employees are the one who has to work in the field; they may add some technicalities that the management might not have thought deeply. Higher management should manage high-performance workforce in such a way that the subordinates also participate in decision-making and raise their enthusiasm level.

7) Regular feedback

Regular feedback can augment the performance appraisals as the employees get the reviews on daily or weekly basis. And they can easily amend their working styles if the manager points out anything.

8) Innovation and its acceptance

Successful businesses continuously change and innovate their styles to meet the market requirements and gain a good ranking. Employees do not always respond positively in such cases. If a change is necessary, yet unpopular with the workers, management should proceed slowly in order to gain acceptance. Otherwise they will get poor appraisals and growth.

9) Delegating effectively

The delegation of right duties to the right employees is a very important. A person talented enough for a higher rank, if given a small job will lose his interest in the job. Likewise, a person not capable of a certain job will spoil the project’s growth.

10) Avoid biasness

Performance appraisal is badly affected if the top management shows biasness towards a certain employee or a group of employees. Other workers stop putting up any effort because they know only favorite people will get the rewards. If the management is biased is rewards and incentives, appraisals will also give the same result so biasness should be avoided.

Finally, it must be remembered that the employee’s willingness and determination combined with the manager’s/ supervisor’s right decisions take a business to the next level. Performance evaluations are critical for both managers and employees. They don’t only enable the discussion and assessment of the latter’s performance-employee performance reviews also allow managers to discuss organizational priorities and goals with the people they manage. However, conducting them can be challenging, as you need to ensure the proper approach and the right process for best results. One way to achieve these objectives is to use a good performance review software that will allow you to schedule periodic evaluations for teams, persons, and job titles.

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