How do you deal with the recency bias when rating employees over a long period?

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Performance appraisals are essential for motivating, developing, and rewarding your employees. However, they can also be influenced by various cognitive biases that distort your judgment and affect the accuracy and fairness of your ratings. One of the most common and problematic biases is the recency bias, which means giving more weight to the most recent events or behaviors of your employees, rather than considering their performance over a longer period. How can you deal with the recency bias when rating employees over a long period? Here are some tips to help you overcome this challenge and improve your performance appraisal skills.

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Yemmie Olaleye (CMSA?, FTIP?) ?

I help individuals make informed & strategic decisions in the financial market; charts into profitable…
Oluwatoyin Oshinaike, PMP, GPHR

HR Leader/Trained Business Analyst/Coach/Mentor/Facilitator

1 Define clear and measurable criteria

One of the best ways to reduce the recency bias is to define clear and measurable criteria for evaluating your employees' performance. These criteria should be aligned with the goals and expectations of your organization, team, and individual roles. They should also be communicated and agreed upon with your employees at the beginning of the performance period, so that they know what they are expected to achieve and how they will be assessed. By having clear and measurable criteria, you can avoid relying on vague impressions or subjective opinions that may be influenced by the recency bias.

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Yemmie Olaleye (CMSA?, FTIP?) ?

I help individuals make informed & strategic decisions in the financial market; charts into profitable opportunities. Market Analyst| Coach| Mentor| Thought leader| Futurist CFI: FMVA?| CMSA?| CBCA?| BIDA?| FTIP?| FPWM
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Communicate the objectives of the employees to them while ensuring they align with organization's goals. Express clear expectations and roles to the employee with measurable metrics to determine their individual performance. Update them when anything change in their measurable metrics.

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2 Collect and document evidence

Another way to deal with the recency bias is to collect and document evidence of your employees' performance throughout the performance period. This can include feedback from customers, peers, or supervisors, data on quality, quantity, or timeliness of work, examples of achievements or challenges, or self-reports from your employees. By collecting and documenting evidence, you can create a more comprehensive and balanced picture of your employees' performance, and avoid forgetting or overlooking important aspects that may not be fresh in your memory.

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Oluwatoyin Oshinaike, PMP, GPHR

HR Leader/Trained Business Analyst/Coach/Mentor/Facilitator
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Documentation of evidences and the use of Performance Memos will go a long way in having all necessary and relevant information documented as you go along. This not only helps to avoid recency bias, but also provides adequate records for the periodic performance appraisal exercises carried out half yearly or annually. It also helps make the appraisal process less stressful and reduces the likelihood of disputes that might require arbitration down the line.

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3 Review and compare evidence

Once you have collected and documented evidence of your employees' performance, you should review and compare it against the criteria you have defined. This will help you to identify the strengths and areas for improvement of your employees, and to assign ratings that reflect their performance over the entire period, not just the most recent events or behaviors. You should also compare the evidence and ratings of different employees who have similar roles or responsibilities, to ensure that you are applying consistent and fair standards across your team.

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4 Seek feedback and input

Another way to deal with the recency bias is to seek feedback and input from other sources that can provide different perspectives or insights on your employees' performance. This can include your employees themselves, who can share their self-evaluation and achievements, or other stakeholders, such as customers, peers, or supervisors, who can provide valuable information or suggestions. By seeking feedback and input, you can reduce the risk of missing or misinterpreting important information, and enhance the validity and reliability of your ratings.

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5 Be aware and objective

Finally, one of the most important ways to deal with the recency bias is to be aware and objective of your own cognitive processes and potential biases. You should recognize that the recency bias is a natural tendency that can affect anyone, and that it can have negative consequences for your employees' motivation, development, and satisfaction. You should also try to avoid making hasty or emotional judgments, and instead use evidence, criteria, and feedback to support your decisions. By being aware and objective, you can improve your critical thinking and analytical skills, and foster a culture of trust and transparency in your team.

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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?

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Oluwatoyin Oshinaike, PMP, GPHR

HR Leader/Trained Business Analyst/Coach/Mentor/Facilitator
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Companies should educate employees on the different types of bias with examples. They would also need to go further to explain to them how to identify each of these biases and how to avoid them. This approach will provide the employees with prior knowledge that will help reduce cases of bias including recency bias within the workplace.

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How do you deal with the recency bias when rating employees over a long period?

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1 Define clear and measurable criteria

2 Collect and document evidence

3 Review and compare evidence

4 Seek feedback and input

5 Be aware and objective

6 Here’s what else to consider

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