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We tested the effects of rater agreeableness on the rating of others’ poor performance in performance appraisal (PA). We also examined the interactions between rater agreeableness and two aspects of the rating context: ratee self-ratings and the prospect of future collaboration with the ratee. Participants (n= 230) were allocated to one of six experimental groups (a 3 × 2 between-groups design) or a control group (n= 20). Participants received accurate, low-deviated, or high-deviated self-ratings from the ratee. Half were notified they would collaborate with the ratee in a future task. High rater agreeableness, positive deviations in self-rating, and the prospect of future collaboration were all independent predictors of higher PA ratings. The interactions between rater agreeableness and rating context were very small. We argue that conflict avoidance is an important motivation in the PA process.