How to Reduce Bias in Performance Appraisal

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By fianita



Tips and Guidelines to Enhance Objectivity to Measure Performance

As managers, we are still common people that tend to be subjective in our judgment. But we understand, the impact if we can not be objective in performance appraisal. Employee who be treated unfair, tend to be difficult to be managed next year. So its very important for all managers to know the technique to increase objectivity in performance appraisal. Here some tips and guidelines :

  1. Make job objective and target agreement at the beginning of the year. You have two advantage. First you have objective things to be measured at the end of the year and avoid traits or other factor that not relevant . Second you have written fact to judge if your subordinate do not achieved the target, so it will be easier for you to communicate to him/her if you give them lower score.
  2. Make regular note to your subordinate performance for the whole year. Why ? Because we tend to make judgment according to the most recently incident. It will be easier if you ask all your subordinates to report their achievement once a month. You can write additional note on their report for special achievement that they do not mention. Collect their report, and use them when you make appraisal at the end of the year. These record will guide you to make appraisal according to the whole year achievement and not as the thing you could remember.
  3. After give score to all your subordinate, check your subordinates score distribution and make correlation to the unit performance. Ideally, the unit score have positive correlation with the score of its unit member. If your unit performance are very excellent, you have to be suspicious that you made some mistake if your subordinates distribution score tend to skew to the lower score, or most of them are on the average.
  4. Beware of the some personal bias. Have you judge whole performance of subordinate based on one performance ? Do you have prejudice to specific religion, race, sex that influence your decision ? Check that you have decide subordinate score according to the job objective.
  5. Do the calibration process with other managers, especially with the same unit. Check the standard that they use to judge the score. You will know if you are too strict or you are too generous or you have been fair in deciding the score. Or you can propose to make the same standard of the performance in order to enhance measurement consistency between units.




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