Value Response Performance appraisals certainly have value when applied correctly. However, there are drawbacks to consider...

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Value Response Performance appraisals certainly have value when applied correctly. However, there are drawbacks to consider when conducting appraisals. If appraisals are conducted with the drawbacks in mind, they can be used effectively. Reasons of Why Performance Evaluations Can Fail (Figure 8.3) highlights many pitfalls. For example, lack of management training, inflated ratings, unclear standards, the halo effect among others are all ways that the appraisal can be skewed. Performance can be subjective, even when the standards are well defined (Levinson, 2014). An example of a skewed appraisal could be a manager and an employee who share many personal interests, such as sports, hobbies, family situations, age, etc. As a result, the manager may be biased when performing an appraisal by ignoring negative performance due to liking the employee's personality. Or, the manager skimps on the appraisal because they fail to connect with the employee, which can be ineffective as well. Maybe you have experienced an effect like this personally. After all, people are human. As a manager, how would you remain objective and unbiased when performing an appraisal? Value Response Performance appraisals certainly have value when applied correctly. However, there are drawbacks to consider when conducting appraisals. If appraisals are conducted with the drawbacks in mind, they can be used effectively. Reasons of Why Performance Evaluations Can Fail (Figure 8.3) highlights many pitfalls. For example, lack of management training, inflated ratings, unclear standards, the halo effect among others are all ways that the appraisal can be skewed. Performance can be subjective, even when the standards are well defined (Levinson, 2014). An example of a skewed appraisal could be a manager and an employee who share many personal interests, such as sports, hobbies, family situations, age, etc. As a result, the manager may be biased when performing an appraisal by ignoring negative performance due to liking the employee's personality. Or, the manager skimps on the appraisal because they fail to connect with the employee, which can be ineffective as well. Maybe you have experienced an effect like this personally. After all, people are human. As a manager, how would you remain objective and unbiased when performing an appraisal?

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Remaining objective and unbiased during performance appraisals is crucial for fair evaluations Here ... View the full answer