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Avoid performance review traps

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in Leaders & Managers,Performance Reviews

Otherwise intelligent managers may not realize that they're implementing people-management strategies that are doomed to fail, especially when conducting performance appraisals. Beware of these two all-too-common examples:

Focusing too much on recent history. To prepare for performance reviews, analyze performance over the entire time frame by keeping consistently good records. Because our brains are constructed to assume the near future will mirror the near past, we may place undue emphasis on the employee's most recent performance (good or bad) while neglecting what happened many months ago.

Overdosing on the "good." Sure, it's tempting to assign "good" or even "excellent" ratings to pretty much everyone on your team. This will help you breeze through your appraisals, but you'll be sorry later. Not only will you lack proper documentation for poor performance if you opt for probation and termination down the road, but you'll encourage mediocrity as middling performers assume they're doing fine.


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