Which approach tends to result in skewed evaluations during performance reviews?

Personal favoritism leads to skewed evaluations during performance reviews because it introduces subjective bias into the evaluation process. When supervisors allow personal relationships, emotions, or preferences to influence their assessments, the ratings may not accurately reflect an employee's true performance. This kind of favoritism can distort the objective measurement of an employee's work, leading to unfair advantages for certain individuals while potentially disadvantaging others who may be equally or more qualified but do not have a personal rapport with the evaluator.

Streamlined categories, unbiased standards, and the use of clear metrics, on the other hand, are methodologies designed to standardize evaluations and minimize bias. Streamlined categories help focus the evaluation process, unbiased standards provide a consistent framework for assessment, and clear metrics ensure that performance evaluations are based on quantifiable results rather than subjective opinions. These approaches collectively aim to enhance fairness and objectivity, contrasting sharply with the effects of personal favoritism.