What do you do if Emotional Intelligence is misused in performance evaluation?

Verificar como tá sendo o dia-a-dia de gerenciamento dessa equipe - ex.: est?o ocorrendo diálogos 1:1 de feedback? os integrantes tem abertura de trazerem assuntos e quest?es? Há favoritismo gerando desanimo de outros integrantes da equipe associado a falta de comunica??o assertiva e feedback? As pessoas est?o realmente tendo um ambiente propício de auto-desenvolvimento e aprimoramento?

Some examples of misappropriation of bias in an evaluation is to harness or manufacture a negative emotion based solely on misinterpreted facts.

To address misuse of emotional intelligence in evaluations, it's pivotal to: Set Objective Criteria: Base assessments on clear, performance-related standards. Train Evaluators: Educate on bias avoidance and equitable assessment. Encourage Dialogue: Open channels for feedback on the evaluation process. Implement Reviews: Use peer or multiple evaluators for balanced feedback. Foster Self-Awareness: Prompt evaluators to acknowledge personal biases. By taking these steps, we ensure fairness, transparency, and trust in performance evaluations.

First of all, if your EQi report is shared with your line manager (LM), it is not a good practice. EQi report is mostly a personal one which helps for your self reflection on those 17 attributes. If you have shared, then have that email as an evidence that your LM knows your strengths, weaknesses & score. Talk to your Ethics HR, share the email and mention that your LM has evaluated based on your EQi report not purely based on your performance. And it is not the right way of evaluation. When an EQi report is generated for your LM even he too has weaknesses, that doesn’t say he is a bad person. If a wrong has happened standup and talk to the right people in confidence. If you are not taking a stand for yourself no one can do that for you.

One thing I have found helpful is to go into the conversation with an open heart and ears. Pause take a breath understand what the evaluator is saying, ask if you are hearing them correctly, by reciting what they have said and then state your case in a calm manner. Having factual based evidence is also an opportunity for you to back up what you are saying. **Reciting what they have said helps both parties understand how the information is coming out and how it is being interpreted. Which is helpful when you are trying to eliminate bias.

Misuse of emotional intelligence in performance can lead to manipulative or deceptive behavior. To address this, it's crucial to emphasize ethical guidelines and boundaries in training. Encourage open communication channels so that team members feel safe reporting any misuse. Implement checks and balances in performance evaluations to ensure they are fair and objective. Foster a culture of empathy and understanding, where emotional intelligence is used to build trust and collaboration rather than manipulate or deceive. Regularly review and reinforce the importance of using emotional intelligence ethically in performance management.

One thing I have found helpful is to get stakeholders on board with emotional intelligence. If you don’t have this it may be hard to set an empathetic plan in motion.