Though we may think we’re making accurate, objective assessments during a performance review, bias can still baked into the brain (without you even knowing!), and these biases can lead to inflation or deflation of employee ratings.

So, what can your and your organization do to ensure that performance review processes are as bias-free as possible? Incorporate bias blockers into each step of the process. Once you’re aware that these biases exist, you can use various strategies (and a good dose of self-awareness) to minimize their effects.

Download the PDF to learn more about 5 of the most common performance review biases and how you can prevent them and share with your teams!