Rating Errors and How to minimize them

Rating Errors and How to minimize them

RatingErrors and How to minimize themOneof the rating errors is similar to me type, where employees who aresimilar tend to be rated the same. Another rating error is contrastwhere the rating avoids objectivity by comparisons betweenindividuals. To avoid the two rating errors, the management shouldtake objective evaluation methods that view each individualdifferently. Leniency rating error is the type that givespreferential evaluation to some employees, while strictness ratingerror leads to a harsh evaluation of others. The central tendencyrating error gives a middle rating to all the employees. The haloerror tends to rate employees highly based on positive impressionswhile horns rating error gives employees lowly based on negativeimpressions. To minimize these errors, the management should focus onindividual employees objectively. Effective feedbackThefeedback should be organized by the management frequently instead ofthe annual feedback sessions. An effective performance managementsystem allows employees to give feedback about their performance andorganizational practice. This will help the management to gatherinformation about the performance of the employees’ activities andthe management practice. The feedback from the employees will helpthe management to identify the causes of any problems in theorganization, on both the employee side and the management side.Identifying the Cause ofProblemsThemanagement should engage employees in the evaluation of theiractivities so that they can identify problems and their causes.Involving employees in performance management will give them knowhowof evaluating their problems and possible solutions. This will give achance for employees to engage in the performance management processby assisting in pointing out where organizational objectives are notmet.