Why does this time of year enhance biases when evaluating performance?
Because urgency, fatigue and the need to close pending cases come together quickly. In this context, the mind resorts to shortcuts to simplify decisions. Biases such as recency bias – evaluating only the last thing that happened – the halo effect – generalizing a positive or negative trait – proximity bias – evaluating someone who is better similar to you – and confirmation bias – searching for data that supports a previous opinion – appear. Although they are automatic mechanisms, they can directly influence the perception of actual performance.
What should a leader do to reduce the impact of these biases?
The first thing is to stop. In an accelerated shutdown, stopping becomes a driving tool. Reviewing evidence, previous conversations, agreed upon goals, and observable behaviors allows you to reconstruct the entire year, not just the past few months. Recording concrete facts – not impressions – helps build a more accurate and respectful assessment.
Why is it necessary to rely on facts and not perceptions?
Because evaluations are decisions that affect each person’s motivation, development, and opportunities. When a leader bases his vision on objective data, he conveys clarity and coherence. This enhances trust, reduces arbitrariness, and takes care of the emotional health of teams. Fact-based evaluation is not just an artistic work: it is an ethical work.
Authoritarians don’t like this
The practice of professional and critical journalism is an essential pillar of democracy. This is why it bothers those who believe they are the bearers of the truth.
What role do feedback play in this process?
Central role. If the comments only appear in December, they usually arrive filled with tension or surprise. On the other hand, when end-of-year conversations are frequent, clear, and back-and-forth, they become a natural summary of the path traveled. Continuous feedback allows you to learn during the process, adjust expectations, and maintain teams’ well-being.
How do we make evaluation fair and humane at the same time?
Through leaders trained to neutralize biases, simple processes that guide objectivity, and a culture that values development. A good evaluation recognizes a year’s effort, highlights opportunities and unlocks real potential. In times of change, combining objectivity and humanity is not optional: it is conscious leadership.
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