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Are these two common barriers standing in your way of holding effective performance appraisals?

by , 23 June 2014
Performance appraisals are crucial in any work environment.

It's the perfect platform for you to discuss your employee's performance when it comes to the duties you outlined in his job description.

To make sure this process runs smoothly, make sure you're aware of the two common barriers to effective performance appraisals so you won't fall into the same trap.

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Discover the two barriers to an effective performance appraisal so you can avoid them

Barrier #1: Ignoring interaction

Workplace consultant, Robert Bacal says, managers and employees can sometimes get too caught up in the forms and the process of a performance appraisal and leave out the interactive portion.

'For a performance appraisal to be productive, it's important for you and your employee to give input and work together to create the final evaluation. By ignoring the interactive aspect of the appraisal, the opportunity for the manager and employee to both feel involved in the employee's career is lost,' warns Bacal.

Barrier #2: Generalising

Generalising during the appraisal process is referred to as the 'halo effect', writes George N. Root III on Small Business Chron.

He says, this means as the manager, you assume that your employee is proficient at a task because he shows proficiency in a related activity.

For example, since the employee is effective at communicating with his peers, a manager may assume that he's also good at communicating with customers.

The danger here is that this can reduce the performance appraisal to a set of assumptions on good or bad performance that may not be accurate.

To create an effective performance appraisal take all aspects of your employee's performance into account.

The bottom line: Don't let these two barriers get in the way of holding effective performance appraisals.

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