Why would a supervisor intentionally distort performance ratings of a subordinate?How to prevent this

Question

Why would a supervisor intentionally distort performance ratings of a subordinate?How to prevent this

Answer 1

The supervisor could intentionally distort the ratings, using even an objective performance measure, because there are unresolved personal issues between the supervisor and the subordinate; or the rater feels that the subordinate is a threat to the supervisor's position. Say, if I give this subordinate a high performance marks, maybe he would be promoted and I will be out of job. Other factors could come into play, but these three (3) scenario are usually the cause of tension: a) subjective performance measurement; b) unsettled personal issues; and c) supervisor's insecurity to subordinate's performance, especially if the latter is exceptionally good.

If the performance rating tool used behavioral benchmarks, the subjectivity of the supervisor would be minimized. Also, the supervisor should discuss the ratings to the subordinate, so that issues could be settled amicably, and the subordinate would also know the supervisor's justifications on the subordinate's performance ratings.