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In order to ensure that a performance appraisal activity is not supervisory bias, there are several things that can be done when judgments are being made. The first option is concentrating on appraisal methods that solely rely on numbers and facts; objective appraisals. the second option is behavioral appraisal which is centered on the behavior of an employee towards their duties and responsibilities. some of the behaviors that can be looked at are whether an employee is a go-getter or whether they are always on time. Appraisals should not be particularly based on subjective appraisals. These are founded on a supervisor's perspective and they tend to be bias. every stakeholder; colleagues, customers and the employee being appraised can be included in a 360-degree assessment. Customers can be asked for their level of satisfaction, and the employee to give an assessment of how they feel regarding their job. This all-round assessment that gives employees a chance to be involved in their evaluation. The result is they get more open to taking constructive criticism.
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