{"id":2309,"date":"2014-11-10T05:57:34","date_gmt":"2014-11-10T05:57:34","guid":{"rendered":"http:\/\/blog.synergita.com\/?p=2309"},"modified":"2014-11-10T05:57:34","modified_gmt":"2014-11-10T05:57:34","slug":"how-to-avoid-common-rating-errors-during-performance-appraisal","status":"publish","type":"post","link":"https:\/\/newtest.synergita.com\/blog\/how-to-avoid-common-rating-errors-during-performance-appraisal\/","title":{"rendered":"How to avoid common rating errors during performance appraisal?"},"content":{"rendered":"<p>Organizations would like to conduct their <a href=\"http:\/\/blog.synergita.com\/2013\/01\/building-a-mature-performance-management-system-part-1\/\">performance appraisals<\/a> in an objective manner.&nbsp; But, a certain bit of subjectivity and bias do seem unavoidable when the manager rates employees on their performance. One main factor for subjectivity in rating is due to difficulty in setting-up number driven goals for all employees and tracking and measuring the same.<\/p>\n<p>The most common rating errors in a performance appraisal are mentioned below:<\/p>\n<p>1)&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; <b>Halo effect:<\/b> When an employee performs well in a few areas of his work, then the general tendency of a manager is to rate him well even in un-related areas where his performance was mediocre. &nbsp;This is called a \u201cHalo\u201d effect.&nbsp; The opposite of Halo effect is called \u201cHorns\u201d effect in which a manager rates an employee poorly, when he spots a few areas where he has been not performing well.&nbsp; In other words, in this type or rating error, the overall rating of an employee gets influenced by good or bad performance in a few areas of his\/her work.<\/p>\n<p>2)&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; <b>Recency:<\/b> Another common error in rating is the problem of recency.&nbsp; Though performance appraisals are done to rate an employee\u2019s performance through-out a year (or 6 month period etc.), managers tend to remember only the past few months performance, and rate the employee\u2019s performance based on that.&nbsp; So any performance highs or performance lows of an employee in the last few months, significantly influences the rating.<\/p>\n<p>3)&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; <b>Central tendency:<\/b> Central tendency is again a very common rating error. Sometimes, managers with the intention of avoiding conflict, play it safe, by rating employees in the middle of the rating scale.&nbsp; So it might be a \u201cmet expectation\u201d for all performance parameters, irrespective of whether in reality they have not met it or not.<\/p>\n<p>4)&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; <b>Leniency \/ Severity:<\/b> Sometimes, managers tend to rate employees <a href=\"http:\/\/blog.synergita.com\/2013\/04\/continuous-feedback-to-reduce-leniency-rating-error\/\">leniently or severely<\/a>. This may be due to factors like:<\/p>\n<ol>\n<li>Whether manager\u2019s like an employee or not.&nbsp; Personal bias or preferences creep in the rating.<\/li>\n<li>Their general style is either lenient or strict.<\/li>\n<li>They compare employee\u2019s performance with their personal standards (instead of standards expected from the role).&nbsp; This is also called as \u201cFrame of reference\u201d error.<\/li>\n<li>Sometimes when employees are similar to the manager, it influences the manager\u2019s rating which will then be lenient.<\/li>\n<\/ol>\n<p>So in this case the rating is either positively or negatively skewed.<\/p>\n<p><\/p>\n<p>5)&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; <b>Contrast effect:<\/b> This occurs when managers rate an employee by comparing him with other employees. So, instead of giving rating based on the standards required for the job, managers rate a person by comparing with other employees performance.&nbsp; In such cases, a person may be given higher ratings just because he is better than others, but he may still lag behind when compared to the standards expected.<\/p>\n<p>6)&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; <b>Stereotyping:<\/b> Stereotyping occurs when managers generalize about employee\u2019s performance based on a group. Grouping can be age-wise, experience-wise, region-wise or university-based and so on.&nbsp; For instance, managers may generalize or stereotype saying that all young employees do not take ownership of their work, or that freshers hired from a particular university have great technical skills and so on.&nbsp; But actually, it is important that managers should consider individual differences<\/p>\n<p>HR team can educate managers about these common rating errors, and ask them to be beware of them, when they do the performance rating.&nbsp; Managers, who are well aware about the performance rating issues, will tend to approach it more objectively and ensure that bias does not creep in their rating.<\/p>\n<p>Make your own growth story with&nbsp;<strong><a href=\"https:\/\/www.synergita.com\/\">Synergita<\/a><\/strong>, the employee performance management and engagement software with comprehensive analytical reports.&nbsp;Call Us Today!<\/p>\n\n\n<div class=\"wp-block-image\"><figure class=\"aligncenter\"><a href=\"https:\/\/www.synergita.com\/start-a-trial.html?utm_source=blog&amp;utm_medium=post\" target=\"_blank\" rel=\"noreferrer noopener\"><img loading=\"lazy\" decoding=\"async\" width=\"650\" height=\"96\" src=\"https:\/\/localhost\/synergitablognew\/wp-content\/uploads\/2019\/06\/synergita_test-drive-1-01.jpg\" alt=\"\" class=\"wp-image-7019\" srcset=\"https:\/\/newtest.synergita.com\/blog\/wp-content\/uploads\/2019\/06\/synergita_test-drive-1-01.jpg 650w, https:\/\/newtest.synergita.com\/blog\/wp-content\/uploads\/2019\/06\/synergita_test-drive-1-01-300x44.jpg 300w\" sizes=\"(max-width: 650px) 100vw, 650px\" \/><\/a><\/figure><\/div>\n","protected":false},"excerpt":{"rendered":"<p>Organizations would like to conduct their performance appraisals in an objective manner.&nbsp; But, a certain bit of subjectivity and bias&#8230;<\/p>\n","protected":false},"author":6,"featured_media":2451,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[41,25],"tags":[111,146,147,37,119,127,30,10,108,48,73,13,24,22,20],"ppma_author":[57],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v22.4 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>How to avoid common rating errors during performance appraisal?<\/title>\n<meta name=\"description\" content=\"Rating errors are common while doing performance appraisal. These can be avoided through various practices.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/newtest.synergita.com\/blog\/how-to-avoid-common-rating-errors-during-performance-appraisal\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"How to avoid common rating errors during performance appraisal?\" \/>\n<meta property=\"og:description\" content=\"Rating errors are common while doing performance appraisal. These can be avoided through various practices.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/newtest.synergita.com\/blog\/how-to-avoid-common-rating-errors-during-performance-appraisal\/\" \/>\n<meta property=\"og:site_name\" content=\"Blogs | Resources\" \/>\n<meta property=\"article:published_time\" content=\"2014-11-10T05:57:34+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/newtest.synergita.com\/blog\/wp-content\/uploads\/2015\/03\/01_Image_Stress.png\" \/>\n\t<meta property=\"og:image:width\" content=\"325\" \/>\n\t<meta property=\"og:image:height\" content=\"260\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/png\" \/>\n<meta name=\"author\" content=\"Kavitha Kalyanasundaram\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Kavitha Kalyanasundaram\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"3 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/newtest.synergita.com\/blog\/how-to-avoid-common-rating-errors-during-performance-appraisal\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/newtest.synergita.com\/blog\/how-to-avoid-common-rating-errors-during-performance-appraisal\/\"},\"author\":{\"name\":\"Kavitha Kalyanasundaram\",\"@id\":\"https:\/\/newtest.synergita.com\/blog\/#\/schema\/person\/abed7a45d3a1dad3e063fd2b67189029\"},\"headline\":\"How to avoid common rating errors during performance appraisal?\",\"datePublished\":\"2014-11-10T05:57:34+00:00\",\"dateModified\":\"2014-11-10T05:57:34+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/newtest.synergita.com\/blog\/how-to-avoid-common-rating-errors-during-performance-appraisal\/\"},\"wordCount\":652,\"commentCount\":1,\"publisher\":{\"@id\":\"https:\/\/newtest.synergita.com\/blog\/#organization\"},\"image\":{\"@id\":\"https:\/\/newtest.synergita.com\/blog\/how-to-avoid-common-rating-errors-during-performance-appraisal\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/newtest.synergita.com\/blog\/wp-content\/uploads\/2015\/03\/01_Image_Stress.png\",\"keywords\":[\"360 Degree Feedback\",\"Appraisal meetings\",\"Career growth\",\"Continuous Feedback\",\"Delivering Business Value\",\"Employee appreciation\",\"Employee Engagement\",\"Employee Feedback\",\"employee management\",\"Employee performance\",\"Employee Recognition\",\"Performance Management\",\"Performance management software\",\"performance management system\",\"Talent Management\"],\"articleSection\":[\"360 degree feedback\",\"Performance Appraisal\"],\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"CommentAction\",\"name\":\"Comment\",\"target\":[\"https:\/\/newtest.synergita.com\/blog\/how-to-avoid-common-rating-errors-during-performance-appraisal\/#respond\"]}]},{\"@type\":\"WebPage\",\"@id\":\"https:\/\/newtest.synergita.com\/blog\/how-to-avoid-common-rating-errors-during-performance-appraisal\/\",\"url\":\"https:\/\/newtest.synergita.com\/blog\/how-to-avoid-common-rating-errors-during-performance-appraisal\/\",\"name\":\"How to avoid common rating errors during performance appraisal?\",\"isPartOf\":{\"@id\":\"https:\/\/newtest.synergita.com\/blog\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\/\/newtest.synergita.com\/blog\/how-to-avoid-common-rating-errors-during-performance-appraisal\/#primaryimage\"},\"image\":{\"@id\":\"https:\/\/newtest.synergita.com\/blog\/how-to-avoid-common-rating-errors-during-performance-appraisal\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/newtest.synergita.com\/blog\/wp-content\/uploads\/2015\/03\/01_Image_Stress.png\",\"datePublished\":\"2014-11-10T05:57:34+00:00\",\"dateModified\":\"2014-11-10T05:57:34+00:00\",\"description\":\"Rating errors are common while doing performance appraisal. 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