- They failed to talk to the employee about the performance problem or misconduct when it first occurred and are reluctant to bring it up months later.
- They believe the employee's poor performance will reflect poorly on them.
- They are afraid of confrontation.
- They are afraid of the employee.
- The performance evaluation system won't permit merit increases to be given to employees who receive a rating that is less than Meets Standards and the manager wants the employee to get a merit increase.
- They feel they could have done more to help the employee.
- They think a low evaluation will demoralize the employee and result in even worse performance. [See reasons 3 and 4.]
- The employee has miraculously improved performance two weeks before the rating is due ("The dead come to life!") and the manager feels that the employee has permanently rebounded. [This belief is almost always unjustified.]
- They are in a hurry and don't believe that they have sufficient time to give the employee's performance problems the thorough discussion they deserve. [See reasons 3 and 4.]
- They believe that upper management will not back them if they give an honest evaluation.
Saturday, October 21, 2006
Ten Reasons Why Managers Give Inflated, Inaccurate, Performance Evaluations
Posted by Michael Wade at 9:03 PM