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
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.
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.
An action plan ensures that Performance Appraisal is focused on improving performance and facilitating development. It should include specific goals and objectives and a timeline for implementation.
This is a big Performance Appraisal mistake that managers can make since it disregards all the great things the employee has done throughout the year.
It’s as if the manager is focused only on finding things that the employee did wrong rather than on the great things they accomplished.
This Performance Appraisal mistake can easily be fixed by considering specific examples of when the employee went above and beyond or did something extraordinary that deserves recognition.
Doing this will show the employees that their Manager cares about them and is interested in their success. Overall, not recognizing employees’ accomplishments is a Performance Appraisal mistake that should be avoided at all costs.
Not Setting SMART Goals
Performance Appraisals are a scary and dreaded word for some, while others feel they are an excellent way to assess an employee’s goals and objectives.
Unfortunately, many managers make the mistake of Not Setting SMART Goals. SMART stands for Specific, Measurable, Achievable, Realistic, and Timely.
Performance goals should flow from the organization’s strategy and link to the employee’s development plan.
Without clear and specific expectations, no one knows what success looks like or how it will be measured.
Often, managers set either uninformed or unrealistic goals, leading to frustration for all parties involved. When setting performance goals, be sure to keep them SMART! Your employees will thank you for it.
Jay Holstine’s Concluding Thoughts
As a manager, your responsibility is to ensure that the performance appraisal process is fair and effective. Unfortunately, many managers make common mistakes that can lead to disastrous results. According to Jay Holstine, avoiding these mistakes can create a positive and productive experience for everyone involved.