We've witnessed firsthand the impact of effective leadership
on organizational success. During this time of performance reviews, however, even the most seasoned leaders can unknowingly stumble into common pitfalls that hinder employee development. Being able to provide fair and objective feedback to employees can feel challenging.
If you missed our previous blog post about, Mastering The Art of Performance Reviews, you can read it
HERE. Today, we will dive into 3 common errors, such as the first impression error, halo and horn effects, and the similarity bias. We will also offer insights to help leaders course correct and conduct more objective and impactful reviews.
1. The First Impression Error: Unraveling Blindspots in the Workplace
Acknowledge Blindspots: Leaders often form initial opinions based on first impressions, leading to skewed evaluations. Managers have the tendency to make an initial favorable or unfavorable judgments which then serves as the basis for future performance reviews. When this happens, it then becomes easier to overlook or ignore
all subsequent information.
Implement Blind Evaluation: Consider implementing a blind evaluation processes where personal details are temporarily removed from performance data. This fosters objectivity and prevents blindspots from arising based on factors unrelated to job performance. Also, make sure you are completely familiar with an employees job.
Seek Diverse Perspectives: Encourage input from multiple team members and cross functional partners when assessing an individual's performance (360-view). Diverse perspectives provide a more comprehensive view and mitigate the influence of a single first impression.
2. Halo and Horn Effect: Navigating the Influence of Positivity or Negativity
Separate Specifics from Generalizations: The halo
effect occurs when a positive trait influences overall perception, while the horn
effect is the opposite. The horn effect blinds us to the positive aspects of an employee's performance. Leaders must break down generalizations and evaluate employees based on specific achievements and areas for improvement. An example of a review generalization is, "he is always tardy to work". Specifically document the number of days/times that employee arrives late and provide that objective information during the review.
Use Specific Examples: Provide concrete examples of both positive and negative behaviors. Stay focused on the problem & achievements versus focusing on the person when delivering the review. This approach ensures a more accurate and balanced evaluation, minimizing the impact of broad generalizations.
Regularly Review and Adjust: Periodically revisit and reassess your initial impressions of team members. By regularly reviewing and adjusting evaluations, leaders can mitigate the long-term effects of the halo and horn effects. At
DPI LLC, we recommend
monthly or bi-weekly touchpoint with employees in regards to their performance.
3. The Similar to Me Blindspot: Expanding Perspectives for Fair Assessments
Recognize Similarity Bias: Leaders may unconsciously favor employees who share similar backgrounds, experiences, or traits. Recognize this blindspot and actively seek to evaluate all team members on their individual merits. Develop measurable competencies and objectives, this will eliminate the ambiguity on how employees are rated.
Encourage Cross-Functional Feedback: Foster a culture of cross-functional collaboration and feedback. This enables leaders to gather insights from various perspectives, breaking down the barriers of the "similar to me" blindspot.
Promote Inclusivity: Create an inclusive work environment where differences are valued and celebrated. Embrace a diverse team and ensure that every employee has equal opportunities for growth, stretch assignments and recognition.
In the pursuit of effective performance reviews, it's crucial for business leaders to navigate the potential pitfalls that can skew assessments. By addressing the first impression error, halo and horn effects, and the similarity blindspot, leaders can foster a culture of fairness, objectivity, and continuous improvement. Avoiding these common errors not only enhances the accuracy of performance evaluations but also contributes to a workplace culture where every individual has the opportunity to thrive and contribute to organizational success.
DPI LLC
is here to assist you in developing your employee lifecycle. Schedule a discovery
consultation
today. In the next blog we will cover common performance review errors.