Are performance evaluations based on the performer or the behavior exhibited?

Performance evaluations should focus on the behavior exhibited rather than the individual performer. This approach emphasizes specific actions and outcomes rather than personal characteristics. By assessing behavior, organizations can objectively measure how effectively an employee is fulfilling their role, identifying specific skills and competencies that contribute to overall performance.

Evaluating behavior allows for constructive feedback that can guide improvement and development. It also helps ensure that the evaluation process is fair and unbiased, as it focuses on observable actions rather than subjective opinions about the person. This method aligns well with performance management best practices, which advocate for clear, measurable criteria that employees can understand and strive to meet.

In contrast, focusing evaluations solely on the performer could lead to biases or personal judgments that do not accurately reflect the employee's work capabilities or contributions. Evaluating both equally might dilute the clarity of performance metrics, making it less effective. Not basing the evaluations on either would undermine the assessment process altogether, preventing organizations from achieving actionable insights into employee performance and development needs.