Question

Suppose you are a team leader. What errors might you make when preparing the performance appraisal for employees working under your supervision? How might you avoid those errors?

Answer 1

Following are the errors and ways to tackle them:

Explanation:

• The errors in performance evaluation made by team leader make include not completing the evaluation, halo effect, and horn effect.

The three most frequent errors are:

• 1. Not monitoring the employee to check on their progress.

• 2. Not wanting to overrate or hurt feelings, so evaluating and placing all employees in the middle of the scale.

• 3. Converging on the very recent performance rather than the whole review period.

Following are the ways to avoid these errors:

• Team leaders can minimize falsification in the appraisal process by attempting not to appraise a set of employees too high or too low.  

• By not ranking individuals low or high based on the impression of a low or high ranking on some specific factor.  

• Team leaders can give deliberation when rating others to those qualities that the assessor perceives in himself/herself.  

• Team leaders can avert from giving an appraisal to employees who have demonstrated positive qualities near the end of the appraisal period.