During the employee performance reviews, managers evaluate the performance of their employees; their strengths, weaknesses, areas of improvement, future expectations, and identify possible solutions to enhance the employee performance.
The performance evaluation process is never easy, either for the manager or the employee, especially when the evaluation is linked to salary raises. Managers, whether consciously or unconsciously, tend to make mistakes during this process. ZenHR reveals the most common performance evaluation mistakes that managers usually make.
Failing to Set Measurable Employee Goals
The purpose of performance evaluation reviews is to ensure that employees are working towards achieving the company-wide goals. Thus, setting SMART (Specific, Measurable, Attainable, Relevant, and Time-based) goals for each employee is critical in enhancing their performance. Employees should clearly understand their goals and how these goals fit in the overall success of the company.
Discussing Employee Performance Problems Only During the Annual Performance Review
Employees have the right to get frequent feedback on their performance. Providing feedback once or twice a year in a formal way is not enough to help your employees enhance their performance. Have monthly one-on-one casual talks with your employees to discuss goals, plans, achievements, and progress. Remember that constructive feedback is frequent!
Managers are not Aware of Unconscious Bias
A competent manager will never show intentional bias against any employee based on gender, race, religion, or other demographic differences. However, unconscious bias is not deliberate; that’s why managers need to familiarize themselves with the different types of unconscious biases and avoid them. Here are the most common types of unconscious biases:
- Affinity Bias
- Attribution Bias
- Stereotyping
- The Horn and Halo Effects
- Partiality
Focusing Only on Negative Feedback and Not Giving Recognition
Managers may believe that performance reviews exist only to inform employees about their poor performance; however, talking about achievements, strengths, and good performance is also critical. Employees perform better when they feel that their hard work is valued and appreciated.
Failing to Utilize the Right Performance Evaluation Tools
The performance evaluation process is complicated, and relying on manual record-keeping and paperwork will make it even more complex and prone to mistakes. Having the proper performance evaluation tools like ZenHR’s Performance and Evaluation Module allows you to keep your appraisal procedures transparent and effective while keeping your employees engaged throughout the performance evaluation process.
Automate Your HR Processes Now
حنين ابراهيم
حنين إبراهيم هي رئيسة قسم التواصل في ZenHR، وتتمتع بأكثر من 8 سنوات من الخبرة في التسويق في مجال تكنولوجيا الموارد البشرية. متخصصة في المحتوى التسويقي والتسويق عبر وسائل التواصل الاجتماعي وبناء العلامة التجارية، وتؤمن بقوة بـ "قيادة الفكر" ومشاركة الرؤى حول مواضيع الموارد البشرية، والثقافة التنظيمية، وبيئة العمل.
