Question

What are the most common errors or biases for managers to avoid when measuring an employee’s performance? (recall

Answer 1

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The following errors or biases should be avoided by managers while measuring an employee’s performance :

Purposeful Bias

When a manager feel irritated or threatened by the employee and forms the performance review in the basis of this feelings towards the employee rather than the performance.

Self Bias

Employees can feel that they will perform good if their performance is good and bad if the performance report is bad, so manager good consider the self bias of the employees.

Recency Bias

Forming performance report on the recent changes in the behavior or trend of the employees and should take into consideration the their previous behaviors as they might be going through some personal problem.

Halo Effect Error

Halo Effect is when manager rates the employee by the positive or negative impression and rate them same across all dimensions.

Leniency Error

Manager should not be totally lenient to the employees rather it is positive or negative leniency.

Central Tendency Error

Central tendency error is tendency of manager to avoid taking extreme judgment criteria for the employees and should rate in the middle part of the scale.