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Dear Andy,

Each year as I complete our annual performance review period, I worry whether I've been completely objective and also whether I've given my employees useful feedback. Now that it's staff evaluation time again, I'd really Like to ensure I do a better job. From your perspective, what are some of the obstacles to effective reviews?

Probably the biggest obstacle to successful performance reviews is the natural apprehension that both the reviewer and the individual being evaluated often feel about the process. Appraisals are designed to promote an honest discussion of an individual's strengths and weaknesses, but the candor that is required can make both employees and supervisors feel uncomfortable.

Although some uneasiness is understandable, managers should be cognizant of and seek to avoid the following pitfalls that are associated with the process.

Pitfall: Over-emphasizing Recent Performance

Solution: A common criticism of performance reviews is that they take place long after many of the events or actions being evaluated have already taken place. According to recent research from Robert Half International and CareerBuilder.com, this concern may be justified: 74% of managers surveyed said there is a tendency for those preparing reviews to over-emphasize recent performance and not give due consideration to past accomplishments or deficiencies.