Addressing Gender Stereotypes in Appraisals

As performance review season approaches, I've been reflecting on a conversation from over a decade ago that still sits with me today. During my review, my manager told me I "needed to work on my confidence." When I asked for clarification, she said, "Think about how [male colleague] would have handled this situation." I can't fully fault my manager - who was herself a woman. We all carry internalized biases that we've absorbed from years of working in systems that often value traditionally masculine behaviors. It's a stark reminder that unlearning these patterns requires conscious effort from all of us, regardless of gender. That moment crystallized something I've observed throughout my career: vague feedback often masks unconscious bias, particularly in performance reviews. "Lack of confidence" is frequently used as shorthand to describe women's leadership styles, while similar behavior in male colleagues might be viewed as "thoughtful" or "measured." Here's what I wish that manager had said instead: 🔹 "I'd like you to take the lead in proposing solutions to the team, rather than waiting to be called on." 🔹"Let's work on defending your decisions with data when faced with pushback from folks." 🔹"I noticed you often preface your ideas with "I think..." Let's practice delivering recommendations with clear rationale and conviction." 🔹"Here are specific techniques to influence cross-functional stakeholders more effectively." As leaders, we are responsible for being intentional and specific in our feedback. Vague critiques like "needs more confidence" or "should be more assertive" without concrete examples or actionable guidance don't help our reports grow – they perpetuate harmful stereotypes. To my fellow managers preparing for year-end reviews: 🔹Be specific about behaviors, not personality traits 🔹Provide clear examples and contexts 🔹Outline actionable steps for improvement 🔹Check your biases - are you applying the same standards across your team? Remember: The impact of your words may last far longer than the conversation itself. #Leadership #PerformanceReviews #UnconsciousBias #WomenInBusiness #ProfessionalDevelopment

Ladies, ever felt like your performance review was more about your personality than your achievements? If so, you are not imagining it. Sadly, this study highlights a clear gender disparity in how feedback is given: ♀️ 68% of women are labeled 'collaborative,' vs only 31% of men. ♀️ Women often receive tags like 'helpful,' 'nice,' and even 'opinionated.' ♀️ The term 'abrasive' is used for 22% of women but just 2% of men. ♂️ 54% of men are 'confident' and 63% are 'ambitious,' with far way less women getting these empowering tags. So, what can we do about it? Here are a few strategies: ♀️ Request Specifics: If feedback seems vague or personality-focused, ask for VERY specific examples of how behaviors impacted work outcomes. ♀️ Set Clear Goals: During your review (and other times), steer the discussion towards clear, measurable goals. ♀️ Self-Advocate: Prepare a list of your achievements and contributions before your review. Make your case with facts and figures, not traits. Keep this list updated monthly! ♀️ Seek Allies: Build relationships with mentors who can give objective feedback and advocate on your behalf ... especially when you are not in the room. Ever been called any of these labels? Which ones? It's definitely time to change the narrative and make sure reviews reflect our true contributions, not outdated stereotypes. #WomenInBusiness #Leadership

Not All Appraisals Are Created Equal. Especially if You’re a Woman. Most of my appraisal conversations have been good. Fair. Thoughtful. Focused on growth. But a few? They left a mark. In one of my early leadership roles, I was told—off the record—that I wouldn’t be rated in the top tier. Not because I hadn’t delivered. But because I wasn’t from a top tier institute like a “TISS” or “XLRI.” Yes—my alma mater cost me my rating. And in another conversation, my boss was trying to give me feedback… but instead, asked: “Is everything okay on the family front?” I was too stunned to respond. Would he have asked the same to a male CXO? Probably not. That moment taught me that bias isn’t always loud. Sometimes it whispers through assumptions. Or shows up in quiet exclusions. But here’s what it also taught me: That I needed to change how I showed up. In performance reviews. In how I told my story. In how I managed up. Since then, every appraisal I went into, I made it a point to: • Walk in with evidence, not emotion • Speak about outcomes, not just effort • Shape the narrative, not leave it open to interpretation And most importantly, I started preparing for appraisals like I would for any business-critical meeting—because that’s exactly what it is. To every woman walking into a review this month: You don’t have to prove you belong. You already do. Own the room. Own your story. #AppraisalBias #LeadershipReflections #WomenAtWork #BreakTheBias #OwnYourNarrative #CxOJourney #PerformanceReviews #CareerGrowth