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How can you avoid stereotyping when evaluating performance?

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Stereotyping is a common cognitive bias that can affect how you evaluate the performance of your employees. It occurs when you make generalizations or assumptions about a person based on their group membership, such as gender, age, race, or personality. Stereotyping can lead to unfair and inaccurate appraisals, lower employee motivation and engagement, and legal and ethical issues. To avoid stereotyping when evaluating performance, you need to follow some best practices that can help you reduce bias and improve objectivity. Here are some tips to help you do that.

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Eslam Abdo

People & Culture Lead I Employee Experience I Performance Management I Total Rewards I HRIS I HR Analytics I SPHRi
Anmol Thawani

HR Professional | Proponent of Talent Management and HR Operations | Sculpting Stellar Employee Journeys | Talent…
Miguel Santiago

Talent Management | Performance Management | DEI | People & Culture | Veteran

1 Use clear and measurable criteria

One of the most effective ways to avoid stereotyping is to use clear and measurable criteria to assess performance. These criteria should be based on the job description, the goals and expectations of the role, and the competencies and skills required for the job. You should also use multiple sources of data, such as feedback from peers, customers, or supervisors, to validate your observations and judgments. By using clear and measurable criteria, you can focus on the actual performance of the employee, rather than on your subjective impressions or opinions.

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Anmol Thawani

HR Professional | Proponent of Talent Management and HR Operations | Sculpting Stellar Employee Journeys | Talent Whisperer.
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Gain a comprehensive understanding of an individual's performance by seeking diverse perspectives and input from various sources.

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Miguel Santiago

Talent Management | Performance Management | DEI | People & Culture | Veteran
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With the help of standardized measures, regular feedback, and well-defined goals and expectations, managers may evaluate a worker's performance without prejudice or preconceptions. Putting tangible accomplishments, actions, and results front and center is crucial instead of concluding generalizations or preconceptions. A more inclusive workplace where people are judged on their contributions and skills rather than preconceptions can also be achieved by teaching and training staff members on the value of diversity and inclusion. Organizations can successfully prevent stereotyping when evaluating employee performance by establishing a culture of justice and equality and regularly measuring performance against concrete criteria.

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Mikki Gates, SHRM-SCP, GPHR, CAALF

Driving Impactful People Practices for Social Change Worldwide | Strategic HR Leader for a Global NGO | Board President at CSSHRM | Curator at TEDxManitouSprings | Escape Room Addict
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Using standardized tools helps remove much bias and puts focus on measurables and items such as organizational core values, etc. It is hard to be overly subjective or lean on stereotypes this way. I also think regularly conducted check-ins to discuss performance and set expectations allows the supervisor and employee to gain a trust with each other. With this, the supervisor should be able to see through bias and stereotypes and identify the behaviors, skills, and overall performance (good and bad) of their employee.

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Rooban Kumar G

Sr. Associate HR Services @ BuildHr | HR Policies, Employee Benefits
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We will need to go clearly on the goals( KRA and KPI) with a measurable one. May be to precisely say NUMBERS. Yes, every aspect cannot be measured only by numbers; there are also behavioral indicators, which also play a vital part.

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Asha Biradar (AB)

Co-founder | Entrepreneur | Independent Consultant | NHCS Fellowship, Singapore | Former IBM Professional
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The initial step involves establishing clear goals and objectives, utilizing concepts like SMART (Specific, Measurable, Achievable, Relevant, Time-bound). Detailed standards against these objectives must be outlined. Continuous monitoring and review processes are essential to ensure that efforts are consistently aligned with achieving the set objectives. Adopt a feedback mechanism that is data-driven and specific, avoiding vague and subjective remarks. Utilize various tools to capture performance effectively. When giving feedback, separate the task from the individual to minimize bias. Foster two-way communication, recognizing that effective communication is the thread that weaves all phases of performance management, leading to success.

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2 Seek diverse perspectives

Another way to avoid stereotyping is to seek diverse perspectives from different people who have interacted with the employee or observed their work. This can help you gain a more balanced and comprehensive view of the employee's performance, as well as identify any blind spots or biases that you may have. You can seek diverse perspectives by conducting 360-degree feedback, involving other raters or reviewers in the appraisal process, or asking for input from mentors or coaches. By seeking diverse perspectives, you can also increase the credibility and fairness of your evaluation, and foster a culture of feedback and learning.

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Rooban Kumar G

Sr. Associate HR Services @ BuildHr | HR Policies, Employee Benefits
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It is important to have 360 degree feed back implemented your performance system. This can definitely help us to understand it from all perspectives rather than looking at one side of coin. This can be market conditions, personal reasons which cannot be expressed or any thing. We will also need to look at historical data perspective in this scenario.

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3 Avoid halo and horn effects

Halo and horn effects are two types of stereotyping that can affect how you evaluate performance. Halo effect occurs when you let one positive trait or aspect of the employee influence your overall assessment of their performance. For example, you may give a higher rating to an employee who is friendly and charismatic, even if they have some areas of improvement. Horn effect occurs when you let one negative trait or aspect of the employee influence your overall assessment of their performance. For example, you may give a lower rating to an employee who is shy and introverted, even if they have some strengths. To avoid halo and horn effects, you need to evaluate each performance dimension separately, and provide specific examples and evidence to support your ratings.

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Rooban Kumar G

Sr. Associate HR Services @ BuildHr | HR Policies, Employee Benefits
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Yes it is very difficult for PMS executives in an organization to satisfy every one in the organization, as we are just staying in receiving end. We will need to remove bias as this has effect in their personal carrier perspective also, where we should not be at negative part of it. We need to always have documentation of the review supported for the actions which is done.

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4 Be aware of your own biases

Finally, to avoid stereotyping, you need to be aware of your own biases and how they may affect your evaluation. Biases are unconscious or conscious preferences or prejudices that can influence your perception and judgment of others. Some common biases that can affect performance appraisal are similarity bias, contrast bias, recency bias, and leniency bias. To be aware of your own biases, you need to reflect on your own values, beliefs, and assumptions, and how they may differ from those of your employees. You also need to challenge your own stereotypes and generalizations, and seek feedback from others on your evaluation skills. By being aware of your own biases, you can improve your self-awareness and critical thinking, and reduce the impact of bias on your evaluation.

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5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Eslam Abdo

People & Culture Lead I Employee Experience I Performance Management I Total Rewards I HRIS I HR Analytics I SPHRi
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Out of my experience: It's important to focus on objective, job-relevant criteria and evidence-based assessments. 1- Use multiple sources of information. 2- Standardize the evaluation process. 3- Provide training on bias awareness. 4- Document justifications. 5- Regularly review and calibrate the process.

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How can you avoid stereotyping when evaluating performance?

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2

3

4

5

1 Use clear and measurable criteria

2 Seek diverse perspectives

3 Avoid halo and horn effects

4 Be aware of your own biases

5 Here’s what else to consider

Performance Management

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How can you avoid stereotyping when evaluating performance?

1

2

3

4

5

1 Use clear and measurable criteria

2 Seek diverse perspectives

3 Avoid halo and horn effects

4 Be aware of your own biases

5 Here’s what else to consider

Performance Management

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