Explain the distortion factors of performance evaluation. How do you overcome these pitfalls?: Important factors that can distort performance appraisal are given below:
1.Leniency error: Each evaluator has his own value system which acts as a standard against which appraisals are made. Relative to the true performance an individual exhibits, some evaluators mark high and others low.//
2.Halo error: Halo error or halo effect is a tendency to rate high or low on all factors due to the impression of a high or low rating on some specific factor.//
3.Similarity error: When evaluators rate other people in the same way that the evaluators perceive themselves, they are making a similarity error. Due to this perception that evaluators have of themselves, they project those perceptions onto others.//
4.Low appraiser motivation: If the evaluator knows that a poor appraisal could hurt the employee’s future, say, opportunities for promotion, the evaluator may be reluctant to give a realistic appraisal.//
6.Inappropriate substitutes for performance: In many jobs it is difficult to get consensus on what is a good job and it is still more difficult to get agreement on what criteria will determine performance.
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