The performance review process has consequences that are harmful to employees and organizations. Managers are not the only ones who allow their biases to get in the way of the review. They do it in ways that can hurt their own prospects. There are several common sources of bias in the performance review process and this article suggests six practices that can help keep bias at bay.
Bias is a factor in the performance-review process. Managers can be guided by implicit biases because the criteria for evaluation are so vague. Expectations are gendered and different standards of behavior apply to different groups of people. All of these factors can lead to inappropriate assessments of performance, which can prompt talented employees to leave, especially when they already have their eyes on the door, as is so often the case today. Companies can't afford to keep a review system in place that is biased against certain employees, misrepresenting their skills and abilities, and even forcing them to seek jobs somewhere else.
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