Which practice in performance management most effectively reduces bias?

• A. Calibrate ratings across managers
• B. Use objective criteria
• C. Train managers on bias
• D. Ensure transparency and appeal processes

Answer: (B)

Focusing on objective criteria in performance management reduces bias by anchoring evaluations to measurable, job-related standards rather than to personal impressions. When ratings rely on well-defined metrics—such as quantifiable outcomes, quality scores, deadlines met, or other verifiable indicators—evaluators have concrete references that apply across all employees, which minimizes influence from stereotypes, recency effects, or personal affinities. This makes evaluations more consistent and fair because the basis for judgment is observable performance rather than subjective feel or impression.

Calibrating ratings across managers helps consistency, but it doesn’t eliminate biased judgments if the underlying criteria are still subjective. Training managers on bias raises awareness and can change attitudes, yet biased behavior can persist without objective measures to anchor decisions. Transparency and appeal processes promote fairness and accountability and can correct unfair outcomes after they occur, but they don’t prevent biased rating decisions from happening in the first place.