| Abstract: | The annual performance appraisal is a ubiquitous and often‐dreaded process in the workplace. Evaluation biases generated by both the evaluator and the performer threaten to undermine the efficacy and utility of this evaluation milestone. There is research to support that methods can be used to reduce these biases while simultaneously improving evaluation outcomes and engagement. Employing structured methods, identifying specific aims, and ensuring that there is added value in the eyes of the stakeholders can mitigate evaluation biases. Self‐assessment methods can be utilized and enhanced through use of clear criteria; a systematic approach; instruction, cues, and feedback; and opportunities for revision and improvement. Efforts to reduce evaluation biases while simultaneously engaging performers in structured self‐assessment create an opportunity to transform the annual performance appraisal process from dreaded event to a vista for performance improvement. |
