Bias-Reduction Checklist for Reviewers

Bias Type

Description

How to Mitigate

Confirmation Bias

Tendency to focus on information that confirms pre-existing beliefs or expectations.

Focus on specific, documented evidence of performance rather than assumptions or stereotypes. Consider a range of feedback from different sources.

Halo Effect

Rating based on a single positive trait or action that influences all other areas of performance.

Rate each competency and goal independently. Separate individual performance categories and focus on a balanced view.

Recency Bias

Giving undue weight to recent events or actions, while overlooking performance earlier in the review period.

Review performance across the entire period, not just recent outcomes. Use a performance log to track and revisit all key moments.

Leniency Bias

Rating all employees too positively, avoiding negative feedback.

Ensure ratings align with documented performance. Use a calibration process with other reviewers to ensure consistency.

Severity Bias

Rating all employees too harshly or holding them to excessively high standards.

Use consistent rating scales across all evaluations. Compare ratings with other reviewers to ensure fairness and balance.

Similarity Bias

Rating employees more favorably because they share similar traits, backgrounds, or views.

Focus on objective data and avoid personal preferences. Seek diverse feedback from multiple sources.

Attribution Bias

Assigning performance outcomes to internal factors (effort, ability) without considering external influences (resources, environment).

Consider the broader context of performance, including challenges, team dynamics, and resource availability.

Action

Checklist

Clear Performance Metrics

Are the employee's goals, KPIs, and expectations clearly defined and measurable?

Consistent Documentation

Have you kept ongoing records of performance throughout the review period (e.g., meeting notes, performance logs)?

360-Degree Feedback

Have you gathered feedback from multiple sources (peers, subordinates, managers) to avoid one-sided evaluations?

Self-Assessment

Has the employee provided their self-assessment or reflections on their own performance?

Action

Checklist

Focus on Behavior and Results

Is the feedback based on observable behavior and specific results, not on personality traits or unverified impressions?

Use of Specific Examples

Have you provided clear examples to support both positive and constructive feedback?

Avoiding Generalizations

Have you avoided sweeping statements (e.g., "always" or "never") and focused on actual instances?

Action

Checklist

Language Use

Have you used neutral, non-discriminatory language throughout the review? Avoid gendered terms or biased descriptors.

Performance Expectation Alignment

Are performance expectations consistent across all employees, regardless of gender, race, or background?

Context of Diversity

Have you considered how differences in background (e.g., gender, race, cultural experiences) might impact performance or opportunities in the workplace?

Action

Checklist

Calibration Sessions

Have you participated in calibration sessions to discuss and align performance ratings with other reviewers?

Manager Bias Training

Have all managers undergone bias-awareness training to ensure they understand how biases can affect performance reviews?

Consistency Across Reviews

Have you reviewed the performance ratings and comments across employees to check for consistency? Is there any evidence of bias in one specific group or department?

Action

Checklist

Constructive Language

Is your feedback framed in a constructive way that focuses on improvement, rather than solely pointing out flaws?

Clear Development Plans

Have you set clear, actionable development goals or suggestions for improvement based on the feedback provided?

Employee Involvement

Have you involved the employee in the review process, especially when discussing feedback and setting development goals?

Action

Checklist

Final Review

Have you reviewed the entire performance appraisal to ensure that no biases have influenced the final ratings or feedback?

Peer Review of Appraisal

Has the performance appraisal been reviewed by a peer or HR to confirm fairness and objectivity?

Employee Sign-Off

Have you allowed the employee to review the appraisal and provide feedback or ask questions?