Performance evaluations are important for employees, managers, and the organization. Managers should avoid common traps like basing evaluations solely on recent performance or favoritism. Evaluations should provide honest feedback in all areas and accurately reflect performance throughout the year, not just the last month. While difficult, managers should not shy away from confronting underperformance, as failing to do so could result in poor performers remaining and even legal issues down the road. Fair evaluations build a stronger team for both the manager and company.

1. Performance evaluations managers
You may wonder why you have to give evaluations to your team. Well, if done correctly,
evaluations help the employee, yourself, and the entire organization. Your success may
just hinge on giving fair and impartial evaluations. Rookie managers make a ton of
mistakes in this arena, but if you follow my advice, you'll avoid those pitfalls and
increase your standing within the company.
The Recency Effect
Performance evaluations based on your subordinate's most recent behavior / performance
is known as the Recency Effect and is a common trap for manager's of all experience
levels. Many people tend to go perform heroically as review time approaches. You'll find
them suddenly working late, or at their workstation when you arrive to work. The really
smart ones will casually bring in a doughnut or other treat for you.
If you're keeping notes throughout the year, you can help to thwart this common
managerial tendency. Whether you make notes in a notebook, or maintain a spreadsheet -
just keep it up! This will help your defense if things get ugly, too.
These notes give you something to review prior to filling out your evaluation paperwork,
and give a more honest assessment than just the last month's work. These notes should be
kept absolutely confidential. Imagine the turmoil it would cause for someone's review to
be found out by other employees. There can also be legal consequences for not securing
this information.
Evaluating Favorites
Giving overly generous evaluations to your favorites is another trap for the unwary
manager. Don't do it! It is quite natural for you to get along better with certain people and
not quite as well with others. But emotions cannot play a role in this process. You must
judge everyone fairly and accurately.
Just as with any employee, think analytically about their roll in the company, what
functions they perform satisfactorily, and in which areas they need to improve. Give them
real feedback.
Don't Go Easy On Them
Rare is the manager that enjoys difficult confrontations in these performance evaluations.
Lots of managers find it easier just to give everyone high scores to avoid the tough
conversation. This will come back to haunt you if this is your strategy.

2. Someday, one of the under-performing folks you've been giving a pass to will screw up
so badly that you'll want to get rid of them...Ah, but their past evaluations indicate they're
a star! So they'll have a pretty legitimate case if they're fired, but their history shows how
wonderful they were. Hello lawsuit!
Poor performers need to be weeded out as quickly as possible. It will help the
organization to run more efficiently, and you will look better for having built a stronger
team. And a strong team is the best reason of all for giving good performance
evaluations.
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