Which of the following practices would likely contribute to supervisor leniency in performance appraisal?

Supervisor leniency in performance appraisal often arises from a desire to maintain positive relationships with employees. When supervisors fear that providing critical feedback may lead to employee dissatisfaction, they may opt to rate performance more favorably than it truly deserves. This tendency can stem from concerns about workplace morale, employee motivation, or even the potential for conflict.

In environments where supervisors prioritize harmonious relationships over honest assessments, leniency can become a barrier to effectively managing performance. It can result in inflated performance ratings, which do not accurately reflect an employee’s skills or contributions, ultimately complicating the process of providing meaningful development opportunities or addressing performance issues.

In contrast, practices such as regular performance discussions, providing constructive feedback, and utilizing objective criteria tend to promote a more balanced and accurate appraisal process. These approaches encourage open communication and allow for a fair evaluation of an employee’s contributions while minimizing the inclination for lenient rating driven by fear of dissatisfaction.