Recency Bias: The Sneaky Saboteur of Fair Reviews (and How to Beat It)
Performance reviews are supposed to evaluate an employee’s work over a specific period—but let’s be honest: we’re all human. Sometimes, the most recent events stick in our minds and overshadow the bigger picture.
That’s recency bias in action. It’s when we overemphasize recent performance (good or bad) while undervaluing what came before. The result? Unfair evaluations, frustrated employees, and missed opportunities for meaningful feedback.
Here’s how to recognize, address, and prevent recency bias to make your reviews as fair and impactful as possible.
What Is Recency Bias?
Recency bias is a cognitive shortcut our brains take when evaluating performance. Instead of assessing the entire review period, we give outsized weight to the most recent events.
Examples of recency bias in reviews:
- A top performer makes one mistake right before the review, and it overshadows months of great work.
- An average performer goes above and beyond for one recent project and is suddenly rated as “exceeds expectations.”
Why Recency Bias Happens
We’re wired to focus on what’s fresh in our minds—it’s easier than piecing together months of information. But in performance reviews, this shortcut can lead to skewed assessments that don’t reflect the full story.
The impact of recency bias:
- Demotivates employees: When reviews feel unfair, employees can lose trust in the process.
- Hurts team performance: Overvaluing recent work might reward short-term effort over long-term consistency.
- Skews development plans: Misaligned feedback can lead to poorly targeted growth goals.
How to Recognize Recency Bias
Wondering if recency bias is creeping into your reviews? Look out for these signs:
- Overweighting recent wins or mistakes: Are you focused on the last few weeks instead of the full review period?
- Emotional reactions driving ratings: Is a recent success (or failure) influencing your judgment disproportionately?
- Inconsistent feedback: Are employees being praised for things they’ve only just started doing, or criticized for behaviors that are out of character?
Strategies to Avoid Recency Bias
The good news? You can outsmart recency bias with a few simple strategies.
1. Keep Regular Records
Document employee achievements and challenges throughout the review period. This creates a balanced, objective view of their performance.
How to do it:
- Use a performance management tool or shared document to log key milestones.
- Encourage employees to track their own progress and share highlights regularly.
2. Use a Structured Review Process
A clear, consistent framework for evaluations reduces the risk of emotional or biased decisions.
What to include:
- Objective criteria: Define specific metrics for success, like productivity, collaboration, or skill development.
- Behavioral examples: Focus on specific actions, not vague impressions.
- Weighting system: Assign weight to different parts of the review period to ensure consistency.
3. Get Input from Multiple Sources
360-degree feedback provides a broader perspective on an employee’s performance, reducing the impact of any one person’s bias.
How to do it:
- Collect feedback from peers, managers, and direct reports.
- Use surveys or structured interviews to gather consistent, actionable input.
4. Take a Step Back
Before finalizing a review, revisit the full review period. Are you overlooking early successes? Giving too much weight to recent missteps?
Ask yourself:
- If I removed the last month from the equation, would my evaluation change?
- Does this assessment reflect the employee’s overall contributions?
5. Train Your Managers
Biases are natural, but training can help managers recognize and address them.
What to include in training:
- Common biases (recency, halo effect, etc.) and how they show up.
- Techniques for documenting performance and giving balanced feedback.
- Practice sessions using real-life scenarios to spot and correct bias.
Recency Bias in Action: A Before-and-After Example
Before Awareness of Bias:
"John did a great job on the last project, so I’ll rate him as ‘exceeds expectations’—even though his earlier work this quarter had several issues."
After Correcting for Bias:
"John excelled on the last project, but earlier in the quarter, he struggled to meet deadlines. Overall, he’s shown improvement, but there’s still room for growth in time management."
Notice how the second approach balances recent successes with earlier challenges for a fairer evaluation.
How Employees Can Help Combat Recency Bias
Managers aren’t the only ones responsible for fair reviews. Employees can take ownership of their performance by:
- Tracking achievements: Keep a record of key wins, milestones, and challenges throughout the year.
- Providing context: During reviews, share examples that reflect the full review period.
- Seeking regular feedback: Don’t wait for review season—ask for input throughout the year to ensure alignment.
Final Thoughts: Fair Reviews for Better Growth
Recency bias isn’t malicious—it’s human. But left unchecked, it can undermine the purpose of performance reviews: fostering growth, alignment, and trust.
By recognizing the signs, implementing strategies to avoid bias, and creating a culture of continuous feedback, you can ensure reviews reflect the full scope of an employee’s contributions.
The result? Employees who feel seen, supported, and motivated to keep growing. And that’s a win for everyone.
