How can you conduct a performance appraisal that is free of bias?

1 Define clear and measurable criteria

One of the first steps to avoid bias in performance appraisal is to define clear and measurable criteria that reflect the expected outcomes, behaviors, and competencies of each role. These criteria should be based on the job description, the strategic objectives, and the performance standards of the organization. They should also be communicated to the employees and the appraisers before the appraisal period, and reviewed regularly to ensure their relevance and consistency.

2 Use multiple sources and methods of feedback

Another way to reduce bias in performance appraisal is to use multiple sources and methods of feedback that provide a comprehensive and balanced view of the employee's performance. For example, you can use 360-degree feedback, which involves collecting feedback from peers, subordinates, customers, and other stakeholders, as well as self-assessment. You can also use different methods of feedback, such as ratings, narratives, portfolios, and observations, to capture different aspects and dimensions of performance.

3 Train the appraisers on how to avoid bias

A third tip to conduct a performance appraisal that is free of bias is to train the appraisers on how to avoid bias and apply the criteria objectively and consistently. The appraisers should be aware of the common types and sources of bias, such as personal preferences, stereotypes, emotions, and cognitive errors. They should also learn how to use evidence-based and structured techniques to assess performance, such as behavioral anchors, SMART goals, and rating scales. Moreover, they should seek feedback from others and from themselves on their appraisal skills and biases.

5 Monitor and evaluate the performance appraisal process

A final recommendation to conduct a performance appraisal that is free of bias is to monitor and evaluate the performance appraisal process and its outcomes. This means collecting and analyzing data on the performance ratings, the feedback quality, the employee satisfaction, and the impact on the employee development and retention. This also means identifying and addressing any issues or gaps in the performance appraisal process, such as inconsistencies, discrepancies, or complaints. Additionally, this means soliciting and incorporating feedback from the employees and the appraisers on how to improve the performance appraisal process.

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?