Workplace Performance Reviews: Understanding the tribal stage of your team can help shape the approach to feedback and discussions around performance improvement.

Productivity Reviews: Reflecting on past performance while planning improvements systematically.

Performance reviews: Knowing the halo effect can help you give and receive more objective feedback, without being influenced by personal biases.

Performance Reviews: Delivering feedback in a constructive manner by being mindful of your body language and tone of voice.

Performance reviews: Providing constructive feedback and concluding with praise or encouragement to help employees feel motivated and valued.

Performance Reviews: By understanding self-serving bias, you may be more open to constructive feedback and less defensive when receiving criticism.

Performance Reviews: Employees who think they are great but underperform can take constructive feedback seriously.

Job Performance Reviews: Employees can accept positive feedback without feeling like they don’t deserve it.

Exam performance: Knowing the gambler's fallacy can help you avoid assuming that your performance on previous exams will determine your performance on future exams.

Performance evaluations: Knowing the fundamental attribution error can help you give more balanced and accurate feedback during performance evaluations, considering the influence of situational factors on employee performance.