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# What is calibration in performance reviews?

Calibration is a key step in the Talent Management process. Its goal is to make sure that reviews are fair, consistent and aligned with the company's strategic goals.

With calibration, you can review and adjust review results before they are used to make decisions.

**In this article:**

- [What is calibration?](#3-what-is-calibration)
- [Why is calibration so important?](#3-why-is-calibration-so-important)
- [How do you run a good calibration?](#3-how-do-you-run-a-good-calibration)
- [How does TeamCulture make calibration easier?](#3-how-does-teamculture-make-calibration-easier)

### What is calibration?

Calibration is an organized process in which a committee **reviews and adjusts** employee reviews, so that they are **accurate, consistent and impartial**.

This committee is usually made up of senior leadership and administrators.

In many cases, reviews have variations that do not fully reflect the employee's actual performance. Calibration helps remove **subjective bias**, that is, the distortions caused by individual opinions. It also helps standardize criteria and make sure that results are fair and strategic.

#### How does calibration work?

In general, calibration works like this:

- Leaders review the results of their employees' reviews.
- A calibration committee analyzes the data and identifies inconsistencies.
- If needed, adjustments are made to align the results.

### Why is calibration so important?

Calibration goes beyond adjusting numbers. It is a practice that makes the review process more **reliable and strategic**.

#### Benefits of calibration

| Benefit | What it means |
| --- | --- |
| **Reduces bias in reviews** | Avoids distortions caused by individual opinions and makes sure criteria are applied the same way for everyone. |
| **Ensures consistent review criteria** | Different leaders may see the same behaviors in different ways. Calibration helps align expectations and standardize reviews. |
| **Improves the transparency and credibility of the process** | Employees see that the review was done fairly, and this increases trust in the system. |
| **Supports strategic decision-making** | With more accurate reviews, the company can make better decisions about promotions, development plans and succession. |
| **Identifies trends and patterns in the team** | Calibration allows a deeper analysis of the company's overall performance and helps identify talent and areas that need development. |

### How do you run a good calibration?

For calibration to be effective, follow these recommended practices, in this order:

| Practice | What to do |
| --- | --- |
| **1. Set up a calibration committee** | The committee should include managers, strategic leaders and administrators who have a broad view of the company. |
| **2. Set clear criteria** | All reviewers need to understand the parameters used to measure employee performance. |
| **3. Review the data based on evidence** | Decisions should rely on concrete data and objective observations, not only on individual perceptions. |
| **4. Compare results across different teams** | Calibration should make sure that review standards are applied fairly in every area of the company. |
| **5. Adjust results when needed** | When inconsistencies come up, make the adjustments in a justified and transparent way. |

### How does TeamCulture make calibration easier?

The TeamCulture platform has the [**Committee calibration**](https://ajuda.teamculture.com.br/pt/article/avaliar-e-acompanhar-a-minha-equipe-1wlbl0z/#3-acoes-disponiveis) feature.

With this feature, the company can have fair reviews aligned with its strategy, which makes the Talent Management process more efficient and reliable.