5 common mistakes of performance appraisal
1. Unclear standards:
Requirements of each level should be distinguished: What is excellent, good, pass and poor standard? What should be done and what are specific skills to be excellent? Different people may have different understandings and applications of excellent, good, pass and poor standard.
If there is not any specific direction of classification, under unclear standards, one employee may be evaluated in different levels. This will reduce the accuracy of job performance evaluation of employees.
2. Prejudice:
When generally evaluating job performance of employees, the administrator only bases on one certain standard or main point.
3. Pass tendency:
Evaluating employees in pass level, no one excellent as well as too poor.
4. Extreme tendency:
The administrator tends to evaluate employees too highly or too lowly. All employees are considered good or poor.
5. Preconception:
The tendency that allows different personal factors such as age, skin colour, gender affecting the evaluation of job performance.
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