Here are some red flags of an unfair performance assessment.
- Lack of specific examples.
*criticisms without concrete instances.
- Recency bias dominates.
*Ignore achievements from earlier periods.
*Over emphasis on recent minor incidents
*Dismissal of consistent past performance.
- Moving goal post.
*Changing success criteria after the fact.
*Adding new expectations without prior communications.
*Different standards for different team members.
- Personality over performance. *Criticism of personal traits versus output
*comments about cultural fit without specifics
*comments about personality, but lack of specificity about behavior.
- Feedback without documentation. *Inability to reference performance conversations.
*Surprise critiques never mentioned before
*Lack of paper trail or evidence for claimed issues.
- Ignoring context and constraints. *Disregard resource limitations.
- Not considering external factors.
- Overlooking organization obstacles.
- Dismissing valid explanations.
- Pattern of bias
*different standard based on non-work factors.
*Consistent negative interpretations of actions.
*Overlooking similar behavior in others.
- Process violations.
*Skipping require review steps.
*Not following companies evaluation, procedures
*excluding or cherry pick feedback from stakeholders
- rushing through important discussions or avoid discussions