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)