Show One of the most challenging aspects in the performance review process is overcoming biases. A bias is defined as “a prejudice in favor of or against someone or something”. While all biases aren’t negative, biases can have a negative impact on employee performance. Employees expect their performance reviews to be fair and free of biases. Many different kinds of bias can show up during the performance appraisal process. Here are five common ones:
If you’re looking for some resources to help managers better understand and handle these biases, here are a couple from the SHRMStore. “The First-Time Manager’s Guide to Performance Appraisals” by Diane Arthur goes into biases and much more. This book would be very handy for organizations that don’t need a full-blown performance appraisal training session – maybe because the company has just a handful of managers who give appraisals or only a couple managers need a refresher. “2600 Phrases for Effective Performance Reviews” by Paul Falcone is perfect for managers who are looking for creative inspiration when it comes to writing about employee performance. Even for managers with solid writing skills, it’s not always easy to find the right words when an employee needs to improve their performance. A big challenge for managers is properly expressing when an employee is meeting or exceeding the company’s performance standard. Resources like the books above can help managers craft clear comments so an employee doesn’t misinterpret “meeting the standard” for “exceeding the standard”. In addition, the more resources we provide to managers, hopefully, the less bias we will see in performance reviews and the more comfortable they will get at discussing performance. This benefits employees, the organization, and the bottom-line. Originally posted on the HR Bartender blog. Sharlyn Lauby is an author, writer, speaker and consultant. She is president of ITM Group Inc., a consulting firm which focuses on developing training solutions that engage and retain talent in the workplace. She's previously served as a member of SHRM’s Membership Advisory Committee (MAC) and Ethics and Corporate Social Responsibility special expertise panel. She is equally well-known for her work on HR Bartender, a friendly place to talk about workplace issues. The site has been recognized as one of the “Top 5 Blogs HR Pros Love to Read” by the Society for Human Resource Management (SHRM). Sharlyn is the author of two best-selling books published by SHRM: “Manager Onboarding: 5 Steps for Setting New Leaders Up for Success” and “The Recruiter’s Handbook: A Complete Guide for Sourcing, Selecting, and Engaging the Best Talent”, which are available on Amazon. Her personal goal in life is to find the best cheeseburger on the planet. Sharlyn's social accounts: Blog: http://www.hrbartender.com/ LinkedIn: https://www.linkedin.com/in/sharlynlauby Twitter: https://twitter.com/sharlyn_lauby Facebook: https://www.facebook.com/HRBartender
The SHRM Blog does not accept solicitation for guest posts. What are the major sources of bias related to performance appraisals?Below is a Top 10 list of the more frequent rating errors/biases in the performance evaluation process:. Excessive Leniency. ... . Excessive Severity. ... . Similar-to-Me Bias. ... . Opportunity Bias. ... . Halo Effect. ... . Horns Effect. ... . Contrast Bias. ... . Recency Bias.. What errors or biases can occur in performance appraisal?It is possible to identify several common sources of error in performance appraisal systems. These include: (1) central tendency error, (2) strictness or leniency error, (3) halo effect, (4) recency error, and (5) personal biases.
What is the most common source of error in performance management?The halo effect is one of the most common errors in a performance appraisal. This happens when an appraiser generalises one of the employee's traits and extends it to all the other aspects under review. For example: one person in the team always hits their sales targets and exceeds expectations year after year.
What are the most common mistakes made in performance appraisals?The three most common errors are:. Not following up with the employee to check on progress (40.1 percent). Not wanting to hurt feelings or overrate so evaluations place all employees in the middle of the scale (40 percent). Focusing on the most recent performance rather than the entire review period (38.9 percent). |