07 Terms to Remember
360-degree feedback: A comprehensive multi-source feedback approach involving ratings from subordinates, peers, supervisors, clients, and self-evaluations.
AI-Driven Coaching Platforms: Platforms that leverage machine learning algorithms to provide personalized, real-time coaching to employees based on performance data and behavioral indicators.
Behavioral Observation Scales (BOS): An appraisal format that asks raters to consider how frequently employees exhibit particular behaviors.
Behaviorally Anchored Rating Scales (BARS): A sophisticated appraisal approach that includes behavioral anchors describing what a worker has done or might be expected to do in particular duty areas.
Central tendency errors: A distributional error where raters use only the midpoint of the scale.
Checklists: An appraisal method requiring raters to read large numbers of behavioral statements and check whether individuals exhibit each behavior.
Communication: A crucial outcome of performance management, encompassing feedback delivery, performance discussions, and developmental planning.
Continuous employee development: A cyclical process in which employees are motivated to plan for and engage in actions benefiting their future employability on ongoing basis.
Contrast errors: Occur when one person’s performance rating is influenced by the performance of a previously evaluated person.
Defining performance: The first step in the performance management cycle, involving establishing clear organizational objectives and communicating expectations.
Distributional errors: Encompass leniency, central tendency, and severity errors, representing different patterns of scale usage.
Dunning-Kruger effect: A cognitive bias where unskilled individuals overestimate their abilities and lack metacognitive skills to realize their limitations.
Employee comparison procedures: Include rank-ordering, paired comparison, and forced distribution methods for performance appraisal.
Feedback environment: Embodies organizational culture and climate, influencing how feedback is received and processed.
Feedback Orientation (FO): An individual’s overall attitude toward feedback or receptivity to feedback.
Forced distribution: An employee comparison procedure requiring raters to distribute ratees into categories following normal distribution properties.
Frame of Reference (FOR) training: Focuses on enhancing observational and categorization skills by providing common frames of reference to increase rating consistency.
Graphic rating scales: Consist of traits or behaviors that raters evaluate based on how much the ratee possesses each dimension.
Halo error: The rater’s tendency to use a global evaluation of a ratee in making dimension-specific ratings, or an unwillingness to discriminate between independent dimensions.
Impression management: Control of behavior to make a good impression on others.
Leader-Member Exchange (LMX) theory: Indicates that supervisors develop different types of relationships with different subordinates, affecting performance appraisal processes.
Leniency: A distributional error occurring when raters consistently provide higher ratings than justified.
Measuring performance: The second step in the performance management cycle, aligning with traditional performance reviews and encompassing data collection and analysis.
Peer feedback: Performance evaluations provided by colleagues at similar organizational levels.
Performance appraisal: The systematic review and evaluation of employee job performance and the delivery of performance feedback.
Performance management: A systematic approach that emphasizes the link between individual behavior and organizational goals.
Proximity errors: Happen when ratings on one dimension affect ratings on other dimensions simply because they are physically close together on evaluation forms.
Self-ratings: Performance evaluations completed by employees themselves.
Trust: The extent to which raters believe that fair and accurate appraisals have been and will be made in their organizations.