Setting yearly goals and kra’s

Editor's Notes

• #6: Halo effect is “the name given to the phenomenon whereby evaluators tend to be influenced by their previous judgments of performance or personality.” The halo effect is the tendency for a single positive rating to cause raters to inflate all other ratings. Horn effect It is a phenomenon in which an observer's judgment of a person is adversely affected by the presence of (for the observer) an unfavorable aspect of this person. The horns effect is the tendency for a single negative attribute to cause raters to mark everything on the low end of the scale. Cultural Effect is the phenomenon of interpreting and judging phenomena by standards inherent to one's own culture. Cultural bias occurs when people of a culture make assumptions about conventions, including conventions of language, notation, proof and evidence. Confirmation Effect The tendency to search for or interpret new information in a way that confirms a person’s preexisting beliefs. Contrast Effect Comparisons can be helpful when making ratings. But the contrast effect is too much of this particular good thing – it causes raters to overuse comparisons when making their scores. Mike is very detail oriented, but slightly less detail oriented than his coworker Sharon. The contrast effect might cause Mike’s boss to rate him low because the boss can’t help comparing him to Sharon. The contrast effect can lead to overestimates or underestimates of a person’s abilities. Primacy Effect, managers focus on information learned early on in the relationship, like first impressions. The leniency Effect bias is exactly what it sounds like – it means the rater is lenient and is going “too easy” on the person they are rating. That means all scores will be very high. The leniency bias makes it challenging to know an employee’s true pattern of strengths and weaknesses. The strictness Effect bias i means the rater is going “too hard” on the person they are rating, causing all scores to be very low. Recency Effect creeps in when a recent event clouds memory of previous performance. The recency bias leads to overestimates if the person being rated had a recent “good streak.” On the other hand, it will lead to underestimates if the person being rated had a recent “bad streak.” Either way, it leads to inaccurate ratings The central Effect bias causes some raters to score every question on a scale near the center. A rating of “3” on a 5 point scale for every question is a clear example of the central tendency bias at play. The Similar to Me Effect people are prone to favor someone who are similar to them. Sometimes they also call it “Gender Bias” The Idiosyncratic Effect When managers evaluate skills they’re not good at, they rate others higher. Conversely, they rate others lower in things they’re great at.