## Attentional biases *Biases that cause decisions to be influenced by less relevant information.* [Recency Bias](http://en.wikipedia.org/wiki/Recency_bias#Recency_effect): Over-weighting the most **recent information** (e.g., projects at the end of the quarters) - Consider concrete data points from throughout the review period. [Halos & Horns](http://en.wikipedia.org/wiki/Halo_effect): Over-weighting a **general impression** (e.g., overall positive/negative feelings) - Consider concrete, behavioral examples over review period [Recall Bias](http://en.wikipedia.org/wiki/Availability_heuristic): Over-weighting information that **comes to mind easily** (e.g., big, flashy projects) - Review archives (bugs, project plans) for more examples over review period [Fundamental Attribution Error](http://en.wikipedia.org/wiki/Fundamental_attribution_error): Over-weighting **personal explanations** for performance; under-weighting situation-based explanations for performance (e.g., poor ability vs. lacked resources) - Consider context or situational factors that affected performance [Stereotypes](http://en.wikipedia.org/wiki/Implicit_stereotypes): Applying positive/negative **stereotypes** to employees' social groups (e.g., gender, race, age) - Focus on concrete accomplishments & [behavioral examples](https://docs.google.com/a/google.com/presentation/d/1eqU8zAXcqQqz3uB9_Nl9JiHE1GX_XsIjiRS1IpwiPqI/edit#slide=id.gfa47fc7f_10) [Anchoring](http://en.wikipedia.org/wiki/Anchoring_bias): Over-weighting the **first thought/rating** - Consider significantly different perspectives from first thought/rating ## Motivational biases *Biases that cause decisions to be influenced by desires and goals.* **Central Tendency**: Choosing a middle rating in order to play it safe and avoid risk - Provide justification, especially when scores hover around the middle **Agreement Bias**/Spiral of Silence: Agreeing with others to avoid conflict - In calibration meetings, others may avoid conflict about a person’s rating via fight or flight. Take time to have the conversation and listen to their feedback. **Leniency Error**: Rating an employee highly to avoid confrontation / make the employee feel good **Self-serving Bias**: Inflating ratings of employee to make self look good **Similar-to-me Error**: Rating employee highly based on similarities to you in order to self-enhance