What do you do if performance evaluations for social impact professionals lack fairness and objectivity?

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Performance evaluations are crucial for professional development, especially for those in the social impact sector. However, when these assessments lack fairness and objectivity, they can demoralize staff and undermine the mission. If you find yourself facing this issue, it's important to address it constructively. The following steps can guide you through the process of dealing with unfair or subjective performance evaluations, ensuring that you and your colleagues can continue to make a positive impact with the recognition and support you deserve.

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Sanjukta Moorthy (Sun-yook-ta)

Decolonial and Participatory M&E | Intersectional DEI | Challenging power by practicing RADIQUAL approaches to social…
Daniel A.

1 Acknowledge Bias

Recognizing the presence of bias is the first step in addressing unfair performance evaluations. As a social impact professional, you may encounter evaluations that are influenced by personal views rather than measurable outcomes. It's essential to differentiate between constructive feedback and assessments clouded by bias. If you suspect the latter, take a moment to document specific instances where objectivity was compromised. This documentation can serve as a foundation for further discussions with your supervisor or human resources department.

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Daniel A.
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As a professional who has worked in the social impact sector, i would say encountering unfair performance evaluations can be frustrating and here are ways i would approach such a situation: - Seek clarity on the evaluation criteria to understand what factors are being considered and how they are weighted. - Document achievements and contributions to the organization's social impact goals. - Seek feedback from supervisors and colleagues to understand their perspectives on my performance. - Take learnings from insights provided. - Raise concerns with HR or management If I believe the evaluation process is unfair or biased. Finally, I would seek support from professional networks and mentors within the social impact sector.

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Melissa Lax

GTM, Growth, & Product Marketing | EMBA | Driving Global Growth & Sustainable Impact for Purpose-Driven Brands
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While the industry may be new, there is a big opportunity for you to take a proactive approach in coaching your senior team and establishing the foundation for objective performance evaluation. Working with cross-functional teams in sales and marketing can help you collect data that may help to tell the story of the business impact you deliver: Marketing - Collect engagement statistics on your brand's social media accounts related to your CSR initiatives. - Collect web traffic on your relevant social responsibility pages. - Include a questionnaire for new hires on their motivation to join your company. Sales - Launch a Net Promoter Score survey with customers and suppliers on whether your CSR position was a factor in their decision.

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2 Seek Clarification

When faced with a performance evaluation that seems unfair, seeking clarification is a proactive approach. Approach your evaluator with a calm demeanor and ask for specific examples and criteria used in your assessment. This conversation can shed light on the evaluator's perspective and give you the opportunity to present your achievements and challenges. It's an opportunity to understand the expectations and how you can align your performance with them moving forward.

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Sanjukta Moorthy (Sun-yook-ta)

Decolonial and Participatory M&E | Intersectional DEI | Challenging power by practicing RADIQUAL approaches to social impact
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If the conversation is getting complex, both of you may need to reflect on whether your judgement is clear. Be prepared that while it may seem unfair to you, a poor performance review may be factual. Depending on the review system/tool you use, you may be able to check with your peers to get a more objective view of your performance. You may also need to get a third-party arbitrator, external to your organisation since your HR will not always be the right choice. Ensure they're objective and that everything is documented or recorded, so that the facts speak rather than either of your biased perspectives.

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3 Foster Dialogue

Creating an open dialogue with your supervisor or the human resources department is key to resolving issues of fairness in evaluations. Express your concerns respectfully and present any evidence of inconsistency or bias you've documented. Discuss how a fair and objective evaluation process is beneficial for both individual growth and the organization's success. This dialogue should aim to establish a mutual understanding and a path towards more equitable assessments.

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4 Propose Solutions

Once the issue is acknowledged, it's time to propose solutions. Suggest implementing more quantifiable metrics and clear performance standards that apply to everyone. Offer to help develop these criteria, drawing on best practices from the social impact field. By being part of the solution, you demonstrate leadership and a commitment to improving the workplace environment for all staff members.

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5 Involve Peers

Involving your peers in discussions about performance evaluation fairness can provide support and broaden perspectives. Share your experiences with colleagues to see if they have faced similar challenges. A collective voice can be more effective in advocating for change. Together, you can push for a review of the evaluation process to ensure it is equitable and reflective of the diverse contributions within your team.

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6 Continuous Learning

Lastly, embrace continuous learning as a tool for professional growth, regardless of the evaluation process. Seek out additional training, mentorship, and peer feedback to enhance your skills and impact. By focusing on your development, you maintain momentum in your career and contribute positively to your organization, which can ultimately influence the way performance is perceived and evaluated.

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7 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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What do you do if performance evaluations for social impact professionals lack fairness and objectivity?

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1 Acknowledge Bias

2 Seek Clarification

3 Foster Dialogue

4 Propose Solutions

5 Involve Peers

6 Continuous Learning

7 Here’s what else to consider

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