![]() Some managers assume an inflated rating will motivate employees to improve their behavior. Inflating the ratings of poor performers.Taking the easy way out will ultimately drive away top performers and encourage poor performers to stay at their same low performance level. ![]() Letting personal feelings influence the assessment (e.g., rating employees favorably because they are friendly with the manager outside of work rating employees poorly because they’ve previously butted heads with the manager).Using stereotypes rather than first-hand observations (e.g., rating male employees higher than female employees in leadership skills based on gender alone).Such blunders can not only deflate the morale of an employee, but also plant the seeds for a lawsuit down the road. You’ll establish the tone, show respect and steer the conversation.īut here’s a list of common traps that can trip up even the most-prepared manager. ![]() You’ve got your detailed notes, you’ve set the time, reserved the room. An employee’s evaluation meeting is approaching and you’re all set.
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