In the workplace, manipulating employee evaluation systems to favor specific employees or impose unfair penalties is an unethical and potentially illegal act. However, to guard against these misconducts, it is helpful to understand the possible means: 1. **Manipulation of evaluation criteria**: Management may set looser or stricter evaluation criteria for certain employees to favor or suppress them. 2. **Selective feedback**: Giving constructive feedback only to certain employees and keeping silent about others, affecting their career development. 3. **Opaque evaluation process**: Deliberately obscuring evaluation criteria and processes to make it difficult to dispute evaluation results. 4. **Manipulation of performance indicators**: Artificially adjusting the performance indicators of certain employees to make them look better or worse. 5. **Preferential task assignment**: Assigning tasks that benefit specific employees and assigning difficult or unfavorable tasks to others. 6. **Ignoring team feedback**: When collecting team feedback, ignoring favorable or unfavorable opinions of certain employees to favor or punish them. 7. **Abuse of power**: Using power to influence the opinions of other evaluators to change the evaluation results. Manipulating the employee evaluation system through these means not only damages the working environment, but may also lead to legal disputes and reputational losses. Therefore, companies should ensure that the evaluation system is transparent and fair, and establish an effective supervision mechanism.