Below is a list of some of the more common errors that occur when preparing a performance appraisal for employees. Recency effect—occurs when a rater gives greater weight to recent events when appraising an individual’s performance. Central tendency error—occurs when appraisers rate all employees within a narrow range in the middle of the scale (i.e., rate everyone as “average”), giving even outstanding and poor performers an “average” rating. Leniency Error—occurs when ratings of all employees fall at the high end of the scale. Strictness Error—occurs when a manager uses only the lower part of the scale to rate employees. Rater Bias—occurs when a rater’s values or prejudices distort the rating. Halo Effect—occurs when a rater scores an employee high on all job criteria because of performance in one area. Contrast Error—tendency to rate people relative to one another rather than against performance standards. As a manager, explain how you will avoid those errors?