A performance review is crucial to the success of any business, but it's easy to make mistakes in the process. Errors that we must avoid to be effective. You already know that, among others
many benefits, evaluations improve performance and motivation, help make better decisions, identify training needs and improve communication, why do it wrong?
Discover the five most common mistakes to avoid and how to fix them to ensure a fair and effective evaluation:
1. Personal bias: This error occurs when the evaluation is based on the evaluator's personal impression of the employee's performance, rather than an objective and measurable data. The evaluator must base their
evaluation on concrete data and observable facts, and not on subjective perceptions. For example: the
halo effect is a very common bias.
Here is much more information on how to recognize and avoid bias.
2. Lack of clarity: The evaluation must be clear, objective and understandable. The person responsible for configuring it and each evaluator must ensure that the
evaluation requirements and criteria are well defined and communicated in advance to the employee. If an employee does not know what is expected of hthem, it is difficult for them to meet the expectations. To avoid this error, it is important to set
clear goals and objectives for each employee and communicate them effectively. This will help employees understand what is expected of them and how their performance will be evaluated.
3. Unfair Comparisons : The evaluation must compare the employee's performance with fair and realistic appraisal goals and criteria for their job role. It is not fair to compare the performance of one person with that of another who has different responsibilities. To avoid this error, we can create a different evaluation model for each position, modifying the requirements according to the responsibility of each one.
4. Lack of history: It is important to keep a
record of the employee's performance over time. If we do not have the evolution of a person throughout the different evaluations, we will not know if we are making the strategic decisions that we should and it is possible that we forget important information when making the next evaluation or
action plan.
5. Not giving feedback : Feedback is essential for the employee to feel recognized regarding his strengths and to understand what aspects of their performance should be improved. If the evaluator does not provide
constructive and specific feedback , the employee will not have the opportunity to grow and improve. Also, waiting too long to give feedback can make you less effective and can also lead to frustration and demotivation. It's important to provide feedback as soon as possible so that each person on the team has the support they need to be successful.
The best way to avoid making mistakes in your performance review process is to do it with a specialized tool and do it from start to finish accompanied by expert people. Shall we start?
I want to try the Demo!