The management community is on a double edged sword. Invariably you face the wrath of employees and at the same time adhere to the stipulated guidelines.

1. REFLECTIONS
Performance Review
Performance reviews
are an essential part of
a manager’s job, and
they’re essential to our
colleague’s career
progression. This infers
accuracy and fairness
are important in our assessment process.
Guard against these common errors when
evaluating any member of your team.
Halo affect
This well-known term surmise to the
perception that a favorite employee meets
our expectations perfectly. You will have to
be demanding in your approach, and don’t
assume a string of good reviews in the past
guarantees the employee is still doing an
excellent job. Hence is it essential to
confirm with objective data.
“What have you done lately?”
Success (or failure) in the recent past may
obscurean employee’s overall performance.
Keep notes throughout the evaluation
period so you’re looking at a holistic picture,
not just what the employee has
accomplished recently.
Group impact
If a team is performing well, you might
evaluate individuals based on the group’s
results instead of their own contribution.
Keep an eye on each employee’s individual
efforts to avoid giving credit where it’s not
due.
Negative or positive leniency
Managers at times are too hard to too easy
in evaluating employees. Performance
assessments that are severe or lenient
portray a wrong impression to personnel
and to the employee.
Direct experience effect
Thiscan dominate abstract information even
if this data has greater accuracy than the
personal experience. Hence don’t let a
single experience determine your opinion of
an employee’s performance. Gather as
much information as possible and try not to
weigh one incident too heavily.
Focusing on the flaws
Appraisals which focus only criticism are not
only demoralizing, but also unproductive
because employees quickly understand that
no matter what they do, they can never
please the boss. Therefore, their appraisal
should show balance between
accomplishments and failures.
One-way communication
To be effective, managersneed to include
two-way communication about previous
performance, future goals, and development
needs. While employees do need to
understand your perspective, you can also
benefit by understanding theirs.