What do you do if you suspect your performance reviews are biased?

1 Reflect First

Before raising the issue, take a moment to reflect on the feedback you've received. Consider whether there might be any validity to the criticisms or if there are areas where you can indeed improve. Self-assessment is a critical step as it allows you to approach the situation with a clear understanding of your performance. This introspection also ensures that when you address the potential bias, you're doing so from a position of confidence in your own abilities and achievements, rather than from a defensive stance.

2 Gather Evidence

If, after self-reflection, you still believe your performance review was biased, start gathering evidence. Document instances where you believe bias has influenced the evaluation, including specific examples and dates. This evidence can be in the form of emails, work reports, or any relevant correspondence that supports your case. Having concrete examples will make it easier to present your concerns objectively and factually, rather than coming across as purely emotional or anecdotal.

3 Seek Clarification

Once you have your evidence, seek clarification from the person who conducted the review. Request a meeting to discuss your performance and express your concerns calmly and professionally. Ask for specific examples and clarification on points of feedback that you believe were biased. This conversation can provide insights into the reviewer's perspective and open up a dialogue for understanding how the evaluation was conducted.

4 Consult HR

If direct dialogue does not resolve your concerns, or if you feel uncomfortable discussing the issue with the reviewer, consult with your Human Resources (HR) department. HR professionals are trained to handle such situations and can offer guidance on the appropriate steps to take. They may facilitate a mediation process or review the evaluation to ensure it adheres to company policy and standards of fairness.

5 Develop a Plan

Based on the feedback from HR or the outcomes of your discussions, develop a plan to address the issues raised. This plan may include setting specific performance goals, seeking additional training, or working on particular projects to demonstrate your capabilities. It's important to be proactive in showing your commitment to improvement and to address any legitimate concerns that may have arisen during the review process.

6 Move Forward

Ultimately, it's essential to move forward from the experience, whether by improving your performance or, if necessary, considering a change in environment. If the bias in your performance reviews is systemic and unresolved, it may be time to look for opportunities where your work will be evaluated more fairly. Your career is a journey, and sometimes that journey requires you to make tough decisions about when to stay and when to seek new horizons.

7 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?