What is an example of a central tendency error in appraisals?

An example of a central tendency error in appraisals occurs when an evaluator tends to rate all employees as average, regardless of individual performance. This error reflects a reluctance to make distinctions among employees, leading to a skewed assessment that fails to recognize high or low achievers. By classifying everyone into the middle category, the appraiser may inadvertently diminish the significance of specific talents and contributions, ultimately undermining the appraisal process's effectiveness. Central tendency errors hinder a reliable evaluation by masking true performance levels and preventing meaningful development opportunities for employees.

In contrast, the other options highlight different types of appraisal errors. Favoring a specific group pertains to bias rather than a neutral midpoint. Evaluating employees based solely on recent behaviors can lead to recency bias, where recent performance overshadows past performance. Overly lenient feedback indicates a leniency error, where an evaluator is too forgiving, failing to address areas for improvement. Each of these errors is distinct from the central tendency error, reinforcing the importance of recognizing varying performance levels in appraisal processes.