What is Talent Calibration?

Talent calibration is a structured session in which managers and leaders come together to discuss, compare, and align their evaluations of employee performance and potential across a group. The goal is to reduce individual manager bias and ensure that ratings are applied consistently — so that a "high performer" in one team reflects a similar standard as a "high performer" in another.

During calibration, managers typically present their assessments of each direct report, and the group discusses whether the evidence supports the proposed rating. This peer review process surfaces blind spots, challenges lenient or harsh raters, and incorporates multiple perspectives on an employee's contribution. Calibration is especially important in organizations that use rating scales or forced distributions because it prevents the natural tendency for some managers to rate generously and others to rate harshly.

Effective calibration sessions require clear ground rules, objective evidence (not just opinions), a skilled facilitator, and a commitment to separating performance (what someone has delivered) from potential (what someone could deliver in the future). The outputs of calibration inform compensation decisions, promotion slates, succession plans, and high-potential identification. When done well, calibration is one of the most powerful tools for ensuring meritocracy and building employee trust in the fairness of talent decisions.

Without calibration, performance ratings are inconsistent and heavily influenced by individual manager style. This leads to unfair compensation, biased promotions, and eroded employee trust. Calibration is especially critical for organizations committed to diversity, equity, and inclusion because it creates a structured forum for identifying and correcting bias in talent decisions. For HR teams, facilitating effective calibration is one of the highest-impact activities in the talent management cycle.