• Similarity (Bad news for diverstity)
• Leniency, strictness, central tendency, horns (different understanding of scales between managers: "everyone is average" or vice versa)
• Primacy effect / recency effect (last and first information is most influential, good performance at start and end of evaluation)
• Availability heuristic (some information is more available than others, people remember epic stuff but forget good constant performance)
• Attitude heuristic (If i like someone, i rate them well)
• Confirmation bias (I pick out the results that I expect)
• Self-fulfilling prophecies (I will help the person that i like because I expect them to do good)
• Contrast effect (Evaluation before effects the next one)
• The perserverance effect (False Rumours even though that are proven wrong stick "in jeder lüge steckt ein bisschen wahrheit")
• Halo effect and implicit personality theories (Our brain fills the information gaps, which is likely wrong)
• Susceptibility to impression management (Some employees are better at "faking" or projecting imges in evaluations, Verbal skills/attractiveness help here)
• Physical attractiveness (Being attractive may lead to higher scores)