@ Appraisal Errors:

* 10 Most Common Appraisal Errors:

1- Gut feeling (subjective ness)

2- Lack of follow-up

3- Improper preparation; poor documentation

4- Biases:

- Similar to me
- Positive leniency: want to give everyone high scores
- Negative leniency: want to give everyone low scores
- Halo effect: the employee is a "saint" so must have high
scores
- Attribution: tending to see poor performance more within
control of the individual and superior performance as more of an
influence of external factors
- Stereotyping
- Contrast effect: contrasting one employee's accomplishments
against another
- Unfair comparison: comparing one employee against another
- First impression
- Central tendency (forced bell curve): expecting in any group
that there will be some poor employees and some great employees.

5- Regency effect:

Over - emphasis on recent performance

6- Inadequately defined and/or misunderstood

standards/goals.

7- Lacking truth

8- Poor interviewer:
 (Poor environment, poor use of time, domineering, poor listener, etc).

9- Conducting an "annual" review:

(As opposed to the ongoing review)

10- Negative approach:

Catching them doing something wrong

(As opposed to the One Minute Manager Approach of catching them
doing something right)

Or
(You can take this following below)

* There are 10 types of it:

1- Contrast Effect:

Tendency of a rater to evaluate people in comparison with other

individuals rather than against the standards for the job.

2- First Impression Error:

Tendency of a rater to make an initial positive or negative judgment of an

employee and allow that first impression to color or distort later
information.

3- Halo/horns effect:

Inappropriate generalizations from one aspect of an individual’s

performance to all areas of that person’s performance.

4- Similar-to-me effect:

The tendency of individuals to rate people who resemble themselves

more highly than they rate others.

5- Central tendency:
The inclination to rate people in the middle scale even when their
performance clearly warrants a substantially higher or lower rating.

6- Negative skew:

Want to give everyone low scores

7- Positive skew:

Want to give everyone high scores

8- Attribution bias:

The tendency to attribute performance failings to factors under the control

of the individual and performance successes to external causes.

9- Recency effect:

The tendency of minor events that have happened recently to have more
influence on the rating than major events of many months ago.

10- Stereotyping:

The tendency to generalize across groups and ignore individual

differences.