When using rating scales in traditional performance evaluations, it is recommended to use what type of factors?

Using objective factors in traditional performance evaluations with rating scales is essential because it allows for a clearer, more consistent measurement of an employee's performance. Objective factors are quantifiable data points such as sales numbers, project completion rates, or attendance records. These are standardized metrics that provide a factual basis for evaluation, reducing ambiguity and personal biases that can arise with more subjective measures.

By focusing on objective criteria, evaluators can provide assessments that are not only more fair and impartial but also easier to communicate and defend. Objective performance measures lend credibility to the evaluation process, ensuring that employees understand the basis of their assessments and can see how their performance aligns with specific expectations and goals.

This methodology helps to create a performance evaluation system that promotes accountability and encourages employees to meet clearly defined standards, relying on data that is consistently measurable. Therefore, the use of objective factors in rating scales enhances the overall effectiveness and reliability of performance evaluations.