You’re conducting HR performance management. What are the common logical fallacies you should avoid?

Evitar tomar decisiones basadas únicamente en métricas, ya que pueden dificultar la observación del desempeño individual, evitar extraer conclusiones apresuradas sin evidencias sólidas que las respalden y llegar a conclusiones basadas en datos o casos aislados sin haber realizado un análisis exhaustivo.

This usually happens when a competent employee is serving under an incompetent boss. The typical manager attitude leads to retention issues due to poor leadership. The cure is to strictly tie performance with KPIs. Another alternative strategy is to transfer the employee and check his/her performance with another manager.

When conducting HR performance management, avoid common logical fallacies. These include hasty generalization, drawing conclusions from limited evidence, confirmation bias, seeking information that confirms preconceptions, and halo or horns effects, where positive or negative perceptions influence evaluations unfairly. Also, watch for attribution errors, attributing success or failure solely to internal factors. Avoid anchoring bias, where initial impressions overly influence subsequent evaluations. Awareness of these fallacies ensures fair and objective performance assessments, fostering employee growth.

When conducting HR performance management, avoid common logical fallacies such as the halo effect (generalizing one positive trait to overall performance), confirmation bias (seeking evidence that confirms preconceptions), and the horns effect (letting one negative trait overshadow overall performance). Stay objective, consider all aspects of performance, and base evaluations on concrete evidence rather than subjective perceptions.

Conducting more than one performance cycle can help kill this Halo effect. Ideally it should be discussed in every monthly meeting and be documented in quarter wise performance cycle. Documenting it properly helps the performer to perform better and helps the evaluator to admire or align their juniors for a better performance. The ultimate resultant us a better and trustworthy team.

Need to take care of appraiser memory on recent short coming or mistake of appraisee which results in poor ratings Appraiser should be properly trained to give constructive feedback on appraisee

Importante formar a aquellas personas que han de realizar evaluaciones del desempeño a sus equipos. Realizar una planificación semanal sobre evaluaciones (diario) con testigos, descripción de las situaciones, entre otros (de manera objetiva, centrado en la tarea) Se debe tener presente que los empleados cometerán errores, lo que equivale a que realizan su trabajo, por ello, los dirigentes o líderes de equipo deben dar feed back sobre dichos errores e informar a los empleados mediante entrevista de los hechos, consecuencias y prevención de los mismos.

One thing I found helpful is to during the period before the initial performance appraisal, you should inform an employee of his/her shortcomings ,train and evaluate. That is giving employee the chance to meet required standards for work performance ,than you as employee did your part and when doing appraisal employee cannot say you are unfair or did not train him/ her to meet desired performance standards

Adding to Pavithra's perspective which I also highlighted in one of the points above, it is always good to mentor juniors on the first instance of a work and seek their opinion too. As the world is moving forward, youngsters explore a different way to work which should be appreciated and taken into account along best practices.

From my experience, the biggest logical fallacy that most people succumb to unintentionally in recency bias. We think the performance of an individual is above or below expectations based on their last few months' numbers or reports. To avoid this, regular reviews, either monthly or quarterly, can be conducted. These reviews should be documented and can focus on progress basis set parameters. When documented and measured over time, they can give a more accurate picture of the employee's performance