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Bias-Aware Feedback

Feedback helps people grow, but only when it’s fair, constructive, and grounded in real experiences. That’s why we created 360 Voice, an opportunity to give constructive feedback on individual development and key decisions. 


This guide will help you and your team understand how unconscious bias can influence feedback and what to do about it. Whether you’re giving or receiving feedback, you’ll find practical tips here to ensure that 360 Voice drives insight, not misunderstanding.


Why Does Bias Matter in Feedback?

Human thinking is full of shortcuts, and while that’s efficient, it can lead us to make assumptions that don’t tell the full story. In feedback, that means:

  • Overrating or underrating someone based on one trait
  • Letting recent events outweigh long-term performance
  • Giving vague feedback that reflects personal feelings, not professional behaviours

That’s where bias comes in. If we don’t actively recognise it, it can distort results, hurt morale, and reduce the impact of 360 Voice.


4 Common Feedback Biases to Watch For


1. Confirmation Bias

We look for evidence that confirms what we already believe. Example: You think someone is a great communicator, so you ignore the one project where communication went poorly.


2. Halo Effect

A single strong trait influences how we rate everything else. Example: A charismatic employee gets top marks in all areas, even ones unrelated to their role.


3. Recency Bias

We focus too much on what just happened. Example: Someone had a tough month, and you forget the nine great months that came before it.


4. Similarity Bias

We rate people higher when they remind us of ourselves. Example: You give more generous feedback to someone who works or thinks the way you do.


Tips for Giving Fair, Helpful Feedback


When responding to a 360 Voice survey, here’s how you can give feedback that supports growth and trust:


Reflect Before Responding

Take a moment to think about the person’s full performance, not just the last few weeks or a single interaction.


Use Specific Examples

Feedback like “great team player” is less helpful than “helped resolve a client issue by aligning the team quickly.”


Focus on Behaviours, Not Personality

Say what they did, not who they are. This makes your feedback easier to act on.


Be Honest and Constructive

Feedback should be clear, fair, and supportive, even when it’s hard to say.



What Hive Does to Support Bias-Aware Feedback

360 Voice is designed with fairness and clarity in mind. Here’s how the platform helps you give better feedback:


  • Bias Reminders: Ability to add gentle nudges in the survey text to remind you to think broadly and give examples
  • Rater Eligibility: Admins are encouraged to include reviewers that have worked closely with the individual
  • Facilitated Conversations: Feedback is reviewed with a facilitator, creating space for context and action
  • Open Door: A safe channel to raise questions or concerns about the feedback experience

Real-World Example: Biased vs Bias-Aware


Biased Feedback:

“They’re just not a leader.” (vague, judgmental, no context)


Bias-Aware Feedback:

“In our last project, they struggled to delegate and often took on too much themselves. I’d encourage more trust in the team.” (specific, constructive)



Want to Improve Even Further?

If your team is running 360 Voice regularly, consider:

  • A short rater training session to help everyone understand bias and best practices
  • Using Hive Open Door to check in with employees post-feedback
  • Offering coaching or peer support after feedback sessions

Our People Science team can help you design the right approach for your organisation


Writing Bias-Aware Feedback in 360 Voice


Below are some ready-to-use bias reminders you can add into your 360 Voice surveys. We recommend including 2–3 in your survey intro, and placing specific prompts alongside open-text questions.


General Fairness

  • “Please reflect on the individual’s performance across the full review period, not just recent events.”
  • “Focus on behaviours and outcomes you’ve observed directly, not assumptions or hearsay.”

Halo & Horns Effect

  • “Avoid letting one strong impression (positive or negative) influence your overall responses.”
  • “Consider each question on its own—don’t let a single strength or weakness colour all of your feedback.”

Recency Bias

  • “Think back across the entire timeframe, not just the last project or most recent interaction.”

Similarity Bias

  • “Try not to rate someone higher or lower based on how similar they are to you in style, background, or personality.”

Leniency / Severity Bias

  • “Aim for balance: avoid being overly generous or overly harsh. Focus on specific examples.”

Confirmation Bias

  • “Be mindful of only noticing behaviours that confirm your existing view. Reflect on whether you’ve seen contrasting behaviours too.”

Constructive Framing

  • “Where possible, highlight both what’s working well and where development would help.”
  • “Think in terms of growth: what feedback would be most useful for this person to hear?”

How to Add Bias Reminders into Your 360 Voice Survey


Add 2–3 of the above reminders into your introduction text so every reviewer sees them before responding.


Example: “When giving feedback, please reflect on the full review period, not just recent events. Try to consider each question on its own, and focus on specific behaviours you’ve observed directly.”



For open-text or sensitive items, insert a short bias reminder before or within the question.

Example: “Please provide an example of a recent strength you’ve observed. Remember to avoid letting one strong impression influence your overall view.”


Swap in different reminders across cycles to keep them fresh and impactful.


Tip: Organisations who build in bias reminders often see more balanced responses and richer insights, as raters reflect more carefully on their feedback.



Final thoughts 

Fair, thoughtful feedback creates better workplaces. By being aware of your own biases, and using tools like 360 Voice to support safe, structured conversations, you’ll help your colleagues grow and your culture thrive.


Feedback isn’t just data. It’s dialogue. And when it’s done well, it leads to real growth.