Performance review in a diverse team can be tricky for line managers. In order to avoid ambiguity one need to start from the beginning itself, that is at the time of setting objectives. In order to maintain transparency, the set objectives should be SMART in nature. Also, if the team members are doing the same job then same objectives should be assigned to all and the measuring criteria should be same for all. Open and transparent communication using same yardstick holds the key to be fair to all the team members.

Make performance reviews an ongoing dialogue to provide a more informed view of an employee's performance. Ask meaningful questions and provide opportunities for employee input throughout the year.

Be aware of potential biases, and use data-driven tools to track performance metrics. Regular training for evaluators on fairness and consistency is crucial, ensuring that all team members are assessed equitably and transparently.

To ensure fair performance evaluations, I prioritize clear and objective criteria, consistently applied across the team. Regular feedback sessions and open communication help address any biases and foster a transparent evaluation process. By valuing diverse perspectives and tracking performance metrics meticulously, I aim to provide equitable assessments for all team members.

Implement standardized criteria for assessments, provide training for evaluators on unconscious bias, encourage regular feedback throughout the year, and involve multiple perspectives in the evaluation process to ensure a holistic view of each employee’s contributions.