"To err is human” is a famous saying that many of us have come across at one point in our lives. While this is a comforting saying because it tells us that it’s okay to make mistakes once in a while, we should also constantly be trying to better ourselves and our work. This is especially true for managers and those who are responsible for others. It is in these positions that personal biases can unfairly come into play even when they shouldn’t. These can be particularly detrimental during periods of performance reviews. Luckily these biases have been studied and there are now digital solutions such as Grapevine Evaluations to create fair and accurate reports.
Horns and Halos
- Set assessment criteria prior to reviews. These should align with the company’s objectives.
- Review individuals throughout the year and not just during formal assessment periods.
- Manage and discuss issues as they arise. This allows employees to improve with constructive criticism.
- Never let personal relationships with employees interfere with assessments.
- Never adjust assessment criteria for one employee. Judge all by the same yardsticks.