Possible Answer:

Check your rating scale with a trusted colleague, and let them know you want to remove any bias from your assessments.

Possible Answer:

Have a very clear understanding of the nature of each aspect of the performance appraisal and the kind of behavior you are assessing. As well, if someone is particularly strong (or disappointing) in one area, make sure you do not assess other areas as though they were the same. Stay objective and be honest.

Possible Answer:

You cannot be a leader if you are afraid to make a stand for something – or people – that you believe in. If it means your boss or your HR departments want justification, that’s actually good, because they are showing an interest in what you are doing. You must have the documentation to back up your comments in the performance appraisal. This is about recognizing people appropriately, not avoiding uncomfortable conversations for yourself.