How do you handle bias in performance feedback?

2 Use multiple sources and criteria

Another way to handle bias in performance feedback is to use multiple sources and criteria to assess your employees' performance. You can collect data and evidence from different sources, such as self-assessments, peer reviews, customer feedback, and objective metrics, to get a comprehensive and balanced view of your employees' strengths and weaknesses. You can also use clear and consistent criteria, such as SMART goals, competencies, and standards, to measure your employees' performance and avoid subjective or vague judgments.

3 Focus on behavior and impact

A third tip to handle bias in performance feedback is to focus on behavior and impact, rather than on personality or traits. You can do this by describing specific and observable behaviors that your employees demonstrated, and how they affected the results, the team, and the organization. You can also use the SBI model (Situation, Behavior, Impact) to structure your feedback and make it clear and actionable. By focusing on behavior and impact, you can avoid making personal or general comments that can trigger defensiveness or resentment.

4 Provide feedback regularly and timely

A fourth way to handle bias in performance feedback is to provide feedback regularly and timely. You can do this by setting up frequent and scheduled feedback sessions with your employees, rather than waiting for annual or quarterly reviews. You can also give feedback as soon as possible after observing or receiving information about your employees' performance, rather than relying on your memory or impressions. By providing feedback regularly and timely, you can avoid the recency effect, which is the tendency to base your feedback on the most recent or memorable events.

5 Seek feedback and improve

A fifth tip to handle bias in performance feedback is to seek feedback and improve. You can do this by asking your employees for their opinions and suggestions on your feedback, and how it helps or hinders their performance and development. You can also ask them to rate your feedback on a scale of 1 to 10, and explain why they gave that rating. By seeking feedback and improving, you can show your employees that you value their input and that you are willing to learn and grow as a manager.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?