What is a common issue with using traits as a criterion in appraisal systems?

Using traits as a criterion in appraisal systems can indeed lead to legal problems due to their subjective nature. Trait-based evaluations often rely on personal judgments about an employee's characteristics, such as their attitude, motivation, or interpersonal skills. These traits can be interpreted differently by different evaluators, making it difficult to maintain a consistent standard across all appraisals.

This subjectivity can create an environment where biases, whether conscious or unconscious, may influence the evaluation outcome, which can result in perceived or actual discrimination or unfair treatment. Such situations may expose organizations to legal challenges, especially if employees feel that their assessments do not accurately reflect their performance or if they believe that their evaluations are not based on objective criteria.

In contrast, factual and objective criteria do not typically lead to the same level of legal scrutiny, as they are more straightforward and less prone to personal biases. While traits can offer valuable insights into an employee's potential and fit within the organization, relying solely on them poses significant risks that organizations must navigate carefully.