Which practice should be avoided during performance appraisal interviews?

• A. Vague criteria
• B. Personal attacks
• C. Recency bias
• D. Lack of preparation

Answer: (A)

Clear, specific criteria are essential in performance appraisals because feedback must be anchored in concrete expectations tied to the job. When criteria are vague, employees don’t know what success looks like or how to improve, and evaluators struggle to rate performance consistently. That ambiguity makes the appraisal feel unfair and less actionable, undermining development and accountability.

In practice, you want criteria that are observable, measurable, and linked to actual job duties. For example, instead of saying “improve performance,” set a precise target like “increase quarterly sales by 15%, tracked by completed deals and revenue, over the next two quarters.” This clarity gives both the employee and the manager a shared standard and a clear path for growth.

The other issues listed are also problems in their own right—personal attacks are unprofessional and damage trust; lack of preparation undermines credibility and usefulness; and recency bias can distort the review by overemphasizing recent events. While all should be avoided, vague criteria strike at the heart of a fair, constructive appraisal by removing the basis for objective judgment.