How do you prevent unconscious bias in team feedback?

1 Identify your biases

The first step to prevent unconscious bias in team feedback is to acknowledge that you have biases and that they can affect your perception and evaluation of others. You can use self-awareness tools, such as implicit association tests, surveys, or reflection exercises, to uncover your hidden biases and understand how they may influence your feedback. You can also ask for feedback from others on how you give feedback, and identify any patterns or gaps in your approach.

3 Focus on facts and examples

The third step to prevent unconscious bias in team feedback is to focus on facts and examples rather than on generalizations or judgments. You can use data, evidence, or observations to support your feedback and illustrate your points. You can also use the STAR method (situation, task, action, result) to describe the specific situation, task, action, and result of the team member's performance or behavior. This way, you can avoid using labels, stereotypes, or assumptions that may distort or diminish your feedback.

4 Give balanced and constructive feedback

The fourth step to prevent unconscious bias in team feedback is to give balanced and constructive feedback that highlights both the strengths and the areas of improvement of the team member. You can use the feedback sandwich method (positive-negative-positive) to start and end your feedback with something positive, and sandwich the negative feedback in between. You can also use the feedback formula (observation-impact-suggestion) to state what you observed, what impact it had, and what suggestion you have for improvement. This way, you can avoid giving feedback that is too harsh, too lenient, or too irrelevant.

5 Seek diverse perspectives

The fifth step to prevent unconscious bias in team feedback is to seek diverse perspectives from other team members, managers, or stakeholders who can provide different insights or feedback on the team member's performance or behavior. You can use 360-degree feedback, peer feedback, or external feedback to collect and compare multiple sources of feedback and identify any discrepancies or blind spots. You can also encourage team members to seek feedback from others and share their feedback with you. This way, you can avoid relying on your own perspective or confirmation bias.

6 Be open and respectful

The sixth step to prevent unconscious bias in team feedback is to be open and respectful when giving and receiving feedback. You can use active listening, empathy, and curiosity to understand the team member's point of view, feelings, and motivations. You can also use positive language, tone, and body language to convey your feedback in a respectful and supportive way. You can also ask for clarification, feedback, or suggestions from the team member and involve them in the feedback process. This way, you can avoid creating defensiveness, resentment, or conflict.