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Common Mistakes

Learn from these common pitfalls to run more effective People Review campaigns.

Campaign Design Mistakes​

Mistake 1: Overloading Criteria​

❌ PROBLEM
Enabling all evaluation criteria plus 5+ custom fields.

WHY IT'S A MISTAKE
├── Creates assessment fatigue
├── Reduces completion rates
├── Dilutes focus on what matters
└── Extends calibration time significantly

✓ SOLUTION
├── Enable only essential criteria (2-4 max)
├── Limit custom fields (2-3 max)
├── Ask: "Will we act on this data?"
└── If no action planned, don't collect it

Mistake 2: Unrealistic Timelines​

❌ PROBLEM
Setting a 2-week window for comprehensive reviews.

WHY IT'S A MISTAKE
├── Managers don't have time to reflect
├── Rushed assessments lack quality
├── High non-completion rates
└── Creates stress and resistance

✓ SOLUTION
├── Allow 4-6 weeks for review period
├── Account for vacation/busy periods
├── Build in buffer before calibration
└── Communicate timeline early

Mistake 3: Wrong Scope Size​

❌ PROBLEM
Including 200+ employees in a single campaign.

WHY IT'S A MISTAKE
├── Calibration becomes unwieldy
├── Discussion time per person drops
├── Patterns harder to identify
└── Quality suffers

✓ SOLUTION
├── Aim for 30-80 employees per campaign
├── Split by department or level
├── Run multiple focused campaigns
└── Easier to manage and calibrate

Evaluation Mistakes​

Mistake 4: Rating Inflation​

❌ PROBLEM
Everyone is rated as "Exceeds Expectations" or placed in top cells.

WHY IT'S A MISTAKE
├── Undermines the purpose of talent review
├── Makes development planning impossible
├── Creates false expectations
└── Reduces credibility of the process

✓ SOLUTION
├── Calibrate expectations before reviews
├── Provide rating distribution guidelines
├── Challenge outlier distributions in calibration
└── Normalize what "Exceeds" really means

Mistake 5: Central Tendency​

❌ PROBLEM
All ratings cluster at 3/5 or "Meets Expectations."

WHY IT'S A MISTAKE
├── No differentiation between employees
├── Can't identify high-potentials or concerns
├── Wastes calibration time
└── Provides no actionable insights

✓ SOLUTION
├── Require managers to differentiate
├── Ask for specific examples to justify ratings
├── Use relative comparisons in calibration
└── Train managers on effective rating

Mistake 6: Recency Bias​

❌ PROBLEM
Assessments based only on recent events, ignoring full year performance.

WHY IT'S A MISTAKE
├── Unfair to consistent performers
├── Rewards last-minute heroics
├── Penalizes early-year achievements
└── Inconsistent with actual performance

✓ SOLUTION
├── Remind managers to consider full period
├── Provide access to historical data
├── Use quarterly check-in notes if available
└── Challenge during calibration if suspected

Calibration Mistakes​

Mistake 7: Insufficient Time​

❌ PROBLEM
Scheduling 1 hour to calibrate 60 employees.

WHY IT'S A MISTAKE
├── About 1 minute per person
├── No time for meaningful discussion
├── Borderline cases get skipped
└── Consensus not truly reached

✓ SOLUTION
├── Plan 2-4 hours for 30-50 employees
├── Focus on borderline cases
├── Pre-identify discussion priorities
└── Better less employees, more depth

Mistake 8: One Voice Dominates​

❌ PROBLEM
Senior leader's opinion determines all placements.

WHY IT'S A MISTAKE
├── Other perspectives lost
├── Bias goes unchallenged
├── Reduces buy-in
└── Defeats purpose of collective review

✓ SOLUTION
├── Facilitator manages airtime
├── Actively solicit diverse views
├── Use structured discussion format
└── Ground rules about participation

Mistake 9: Skipping Documentation​

❌ PROBLEM
Decisions made but not recorded.

WHY IT'S A MISTAKE
├── Can't explain changes later
├── Legal/compliance risk
├── Lessons lost for next cycle
└── Disputes hard to resolve

✓ SOLUTION
├── Assign dedicated note-taker
├── Document every movement and rationale
├── Capture key discussion points
└── Save calibration notes with campaign

Mistake 10: Avoiding Difficult Decisions​

❌ PROBLEM
Leaving underperformers in "safe" middle cells.

WHY IT'S A MISTAKE
├── Problems not addressed
├── Development needs ignored
├── Unfair to true middle performers
└── Erodes process credibility

✓ SOLUTION
├── Commit to honest assessment
├── Create safe space for difficult conversations
├── Remember: accurate is kind in long run
└── Document support plans for concerns

Assignment Mistakes​

Mistake 11: Ignoring Hierarchy Gaps​

❌ PROBLEM
Launching campaign without checking all employees have reviewers.

WHY IT'S A MISTAKE
├── Employees without assessments
├── Last-minute scrambling
├── Incomplete data at calibration
└── Process looks disorganized

✓ SOLUTION
├── Validate assignments before launch
├── Address gaps proactively
├── Have process for exceptions
└── Test with sample before full launch

Mistake 12: Wrong Hierarchy Level​

❌ PROBLEM
Using N+2 for routine talent reviews.

WHY IT'S A MISTAKE
├── Skip-level managers lack day-to-day insight
├── Assessments less accurate
├── Direct managers feel bypassed
└── More gaps in reviewer data

✓ SOLUTION
├── Default to N (direct manager)
├── Reserve skip-level for senior roles
├── Consider input from multiple levels
└── Match hierarchy to what makes sense

Communication Mistakes​

Mistake 13: Surprise Launch​

❌ PROBLEM
Launching campaign without advance communication.

WHY IT'S A MISTAKE
├── Managers unprepared
├── Resistance and confusion
├── Lower engagement
└── Questions overwhelm HR

✓ SOLUTION
├── Communicate 2+ weeks before
├── Explain purpose and process
├── Share timeline and expectations
└── Provide training if needed

Mistake 14: No Follow-Through​

❌ PROBLEM
Completing calibration but no action on results.

WHY IT'S A MISTAKE
├── Effort feels wasted
├── Managers lose faith in process
├── Talent decisions not made
└── No ROI on time invested

✓ SOLUTION
├── Define actions for each cell/segment
├── Follow up on development plans
├── Track movement year-over-year
└── Close the loop with stakeholders

Technical Mistakes​

Mistake 15: Not Testing Configuration​

❌ PROBLEM
Launching without testing the full workflow.

WHY IT'S A MISTAKE
├── Discover issues during live campaign
├── Confuses participants
├── Creates workarounds and errors
└── Undermines confidence in system

✓ SOLUTION
├── Test with HR team first
├── Pilot with small group
├── Verify matrix, criteria, assignments
└── Check all edge cases

Mistake 16: Ignoring Data Quality​

❌ PROBLEM
Proceeding despite missing employee data (no manager, wrong department).

WHY IT'S A MISTAKE
├── Assignments fail
├── Reports are inaccurate
├── Calibration groups wrong
└── Clean-up during active campaign

✓ SOLUTION
├── Audit data before launch
├── Fix organizational hierarchy
├── Validate group memberships
└── Allow time for data cleanup

Anti-Pattern Summary​

┌─────────────────────────────────────────────────────────────────┐
│  ANTI-PATTERNS CHECKLIST                                        │
├─────────────────────────────────────────────────────────────────┤
│                                                                  │
│  Design                                                          │
│  ☐ Too many criteria/fields                                     │
│  ☐ Timeline too short                                           │
│  ☐ Scope too large                                              │
│                                                                  │
│  Evaluation                                                      │
│  ☐ Rating inflation                                             │
│  ☐ Central tendency (all 3s)                                    │
│  ☐ Recency bias                                                 │
│                                                                  │
│  Calibration                                                     │
│  ☐ Not enough time                                              │
│  ☐ Dominated discussion                                         │
│  ☐ Missing documentation                                        │
│  ☐ Avoiding hard decisions                                      │
│                                                                  │
│  Assignment                                                      │
│  ☐ Hierarchy gaps ignored                                       │
│  ☐ Wrong hierarchy level                                        │
│                                                                  │
│  Communication                                                   │
│  ☐ Surprise launch                                              │
│  ☐ No follow-through                                            │
│                                                                  │
│  Technical                                                       │
│  ☐ Untested configuration                                       │
│  ☐ Poor data quality                                            │
│                                                                  │
└─────────────────────────────────────────────────────────────────┘

Recovery Strategies​

When Things Go Wrong​

ProblemRecovery
Low completionExtend deadline, targeted outreach
Rating inflationAddress in calibration, train for next time
Missing reviewersManual assignment, extend timeline
Calibration ran overSchedule follow-up session
Data errors foundPause, fix, communicate