مدیر پارسی

Performance Appraisal: Five Common Mistakes in Performance Appraisal

ارزیابی عملکرد : پنج اشتباه متداول در ارزیابی عملکرد

Some common mistakes when appraising job!

Although there are many requirements was made, the relationships between who were appraised and assessors never have neutrality. The objective is not obvious; therefore, the risk of deviation is high. There are some common pitfalls need to avoid when we assess:

1. Standards are not clearly

عدم شفافیت در استانداردها و معیارهای ارزیابی

When standards are not clearly or detail, it would lead to a similar level of job performance, but the staff of this department was rated excellent while the one of other department was evaluated average or the members of Council have different assessment of the same staff.

It is necessary to distinguish clearly requirement at each level: Excellent, good, average, poor. Different people will have different understanding and application about the standard of excellent, good, average and poor.

Without unclear classification and detail standard, an employee may be assessed at different levels. This will reduce the accuracy  and efficiency of evaluating job performance of employees.

2. The prejudice (Halo Effect)

پیش داوری ( اثر هاله ای )

Halo Effect is that the assessor limits their own by an only image associated with a great advantage or major disadvantages of being judged. This image is eventually cover all the other characteristics of the person being assessed under the “Halo Effect”, for example

“A very intelligent person” or “a person who have difficult in relationship.

Other way, the assessors have available idea about the person being evaluated. And the subjects of evaluation would be seen through distorted prism by this inference.

For example: Employees are seen as “very intelligent”, will be assessed positive evaluation obviously in all aspects, such as capacity and motivation to work. Employees were seen as difficult in relationship will obviously poor in other aspects, including aspect of intellectual.

3. The bias mistake

گرایش اشتباه

Many leader tend to assess employee based on some factors, some outstanding characteristics. For example, Leader can assess employees base on good communication skills, sport ability….of employees.

4. The Excessive trend

روند سختگیرانه

Some leader tend to assess all the employee follow a trend too high or too low. All satisfactory or unsatisfactory. This assessment makes the employees pessimistic or self-satisfaction and don’t want to try to implement job better.

5. The trend of average Republic

تمایل بر اساس میانگین عمومی

This is the way to assess all employees on average, nobody is really good and weakness, everyone is equally. This interferes for the evaluation and training capacities for employees, not encourage the individuals who have really capacity.