![]() But in the last two months, her performance has slipped. At the beginning of the year, she landed a huge deal for the company and received much recognition. Imagine there is an employee named Jamie. Why? Because it’s easier to remember things that happened recently. If someone recently rocked a presentation or flubbed a deal, that recent performance will loom larger in a manager’s mind. We also call this the “What have you done for me lately?” bias. Recency bias is the tendency to focus on the most recent time period instead of the total time period. 10 biases that affect performance reviews 1. Otherwise, your people will lose trust in the process, become disengaged, and lose the motivation to use the performance review as an opportunity to make improvements and grow. Given the weight of these decisions, it’s critical to ensure that the performance management process is fair and objective as possible. For example, promotion, compensation, hiring, or even firing decisions. Unconscious biases can lead to inflation or deflation of employee ratings, which can have serious implications in high-stakes situations directly affected by performance assessments. Why is addressing biases in the performance review important? It usually implies an unfair judgment against or in favor of someone. What is bias?Ĭommonly referred to as " unconscious bias" or "implicit bias," a bias is an error in judgment that happens when a person allows their conscious or unconscious prejudices to affect their evaluation of another person. In this article, we'll share the ten types of biases that affect performance reviews, examples of they look in action, and prevention strategies to help mitigate their effects. Once you know these biases exist, you can use various strategies (and a good dose of self-awareness) to minimize their effects. So, what can your and your organization do to ensure that performance review processes are as bias-free as possible? Incorporate bias blockers into each step of the process. And when it comes to performance reviews (also known as performance appraisals), biases have a huge impact. This is part of why people tend to bring bias into the performance review process, even when going into it with the best intentions. In his research, Kahneman demonstrated one simple truth: most human decisions are based on biases, beliefs, and intuition, not facts or logic. Not buying it yet? Consider the research of Daniel Kahneman, a psychologist awarded the Nobel Prize for his groundbreaking work applying psychological insights to economics.
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