Performance management is a key process to drive employee engagement, productivity, and development. But how can you ensure that your performance management system is aligned with your diversity, equity, and inclusion (DEI) goals? In this article, we will explore some strategies to integrate DEI principles into your performance management framework and practices.
One of the first steps to align performance management with DEI goals is to define clear and fair criteria for evaluating and rewarding performance. This means avoiding vague, subjective, or biased measures that can create confusion, frustration, or discrimination. Instead, use SMART (specific, measurable, achievable, relevant, and time-bound) goals that are linked to your organizational strategy and values. Also, make sure that your criteria are consistent across different teams, levels, and functions, and that they are communicated and understood by all employees.
Writing goals in the SMART format is indeed very helpful for helping ensure the goals can be well-understood and effective. If writing out a SMART goal seems to onerous, a simpler approach (but still an effective one) is to use this formula: From [X] to [Y] by [When]. X is the current state of affairs, Y is where you want to get to, and the when is when your goal is to get there by. For example, from serving 10 customers a day to serving 30 customers a day by the last day of this quarter. Or, from having no program in place to having the program up and running within 90 days. Even with this shorter format, it's still important to make sure the goal is achievable and relevant to the Org.'s strategy and goals.
In my own experience, integrating performance management with DEI goals starts with establishing clear and equitable criteria for performance evaluation and rewards. This involves steering clear of subjective or biased metrics that can lead to misunderstandings or unfair treatment. By adopting SMART objectives aligned with the company's strategic aims and core values, you set a transparent and level playing field for all employees. Ensuring consistency in these criteria across various teams, levels, and departments, and effectively communicating them to every employee, is crucial. This approach not only fosters a fair and inclusive workplace but also enhances overall performance by holding everyone to the same clear, attainable standards.
Another way to align performance management with DEI goals is to provide frequent and constructive feedback to your employees. Feedback is essential for learning, growth, and motivation, but it can also be influenced by unconscious biases, stereotypes, or assumptions. To avoid these pitfalls, use feedback that is based on facts, data, and observations, rather than opinions, feelings, or preferences. Also, use feedback that is balanced, specific, and actionable, rather than general, negative, or vague. Moreover, encourage a two-way dialogue with your employees, where you listen to their perspectives, concerns, and suggestions, and support their development needs.
A wonderful how-to resource for providing feedback is Shari Harley's book "How to Say Anything to Anyone." In it she provides an 8-step formula which really works well for providing employees performance management feedback.
One time at work, we emphasized aligning performance management with DEI goals by ensuring that feedback was frequent, constructive, and devoid of unconscious biases. Recognizing that feedback is crucial for employee development, we focused on grounding our feedback in facts, data, and direct observations, steering clear of personal opinions or biases. By providing balanced, specific, and actionable feedback, we aimed to foster an environment where growth and learning were prioritized. Additionally, we encouraged open, two-way dialogues with employees, listening actively to their perspectives and addressing their development needs. This approach reinforced our commitment to an inclusive and equitable work culture.
A third way to align performance management with DEI goals is to embrace diversity and inclusion in your development initiatives. Development is a key component of performance management, as it helps employees acquire new skills, knowledge, and competencies, and prepare for future roles and challenges. However, development opportunities can also be unequal or inaccessible for some groups of employees, due to factors such as lack of representation, mentorship, or sponsorship. To address this issue, you can create and promote inclusive development programs that cater to the diverse needs, interests, and aspirations of your employees. For example, you can offer flexible learning options, such as online courses, microlearning, or peer learning; create diverse and inclusive talent pools and succession plans; and foster a culture of mentoring, coaching, and allyship.
One thing I've found helpful is making development initiatives diverse and inclusive. Development is crucial for equipping employees with new skills for their career advancement. Yet, access to these opportunities can be uneven, particularly for underrepresented groups. To counteract this, we introduced inclusive programs that cater to our workforce's diverse needs and goals. This includes flexible learning options like online courses and peer learning, ensuring diverse talent pools for succession planning, and promoting a culture of mentoring and coaching. By doing so, we've created a more equitable environment that supports every employee's growth and aligns with our DEI objectives.
A final way to align performance management with DEI goals is to monitor and improve your performance management system regularly. This means collecting and analyzing data on your performance management processes and outcomes, such as goal setting, feedback, ratings, rewards, development, and retention. You can use this data to identify any gaps, disparities, or trends that may indicate a lack of alignment with your DEI goals. For example, you can look for patterns of underperformance, underrepresentation, or turnover among certain groups of employees, or signs of bias, favoritism, or discrimination in your performance evaluations or rewards. Based on your findings, you can take action to address any issues or challenges, and to enhance your performance management system accordingly.