Providing honest, thoughtful and objective performance appraisal can be among the most difficult assignments for any manager or supervisor. However, the importance of performance management in the overall success of an organization cannot be overstated. Avoid these pitfalls when appraising your employees:

  • Don't focus on one specific incident – review the entire period which the appraisal covers;
  • Don't go solely by memory – base the review on accurate and factual data;
  • Avoid the "halo" and "horns" effects. Just because the employee performs less than satisfactorily in one area does not make his or her overall performance is less than satisfactory. The same goes for satisfactory performance;
  • Length of service or job grade does not necessarily mean better performance. Look carefully at the individual's performance within that job;
  • Avoid bias about an employee based on your personal feelings for that individual;
  • Don't base current performance on past performance. Look at the current period being reviewed;
  • Don't overrate a poor performer as a motivational tool;
  • Not all individuals are the same. Analyze each employee carefully; establish performance ranking;
  • Don't rush through the appraisal. Take time to record accurate information which truly reflects the individual's performance;
  • Don't be afraid to provide truthful information.