What do you do if personal biases are affecting performance evaluations?

1 Identify your biases

The first step to deal with personal biases is to recognize and acknowledge them. You can do this by reflecting on your own values, beliefs, and expectations, and how they might influence your perception of others. You can also ask for feedback from others, such as colleagues, mentors, or coaches, who can help you identify and challenge your biases. You can use tools such as the Implicit Association Test (IAT), which measures the strength of your associations between different groups and attributes, to uncover your hidden biases.

2 Use objective criteria

The second step to deal with personal biases is to use objective criteria to evaluate performance. You can do this by setting clear and measurable goals, standards, and indicators for each employee, and using them as the basis for your feedback. You can also use multiple sources of data, such as self-assessments, peer reviews, customer feedback, or performance metrics, to validate and supplement your observations. You can use tools such as the SMART (Specific, Measurable, Achievable, Relevant, and Time-bound) framework, which helps you define and track goals, to ensure your criteria are objective.

4 Seek diverse perspectives

The fourth step to deal with personal biases is to seek diverse perspectives to enrich and balance your feedback. You can do this by involving other people in the performance evaluation process, such as other managers, team members, or external stakeholders, who can offer different insights and opinions on the employee's performance. You can also solicit feedback from the employee themselves, and listen to their self-evaluation, achievements, challenges, and goals. You can use tools such as the 360-degree feedback, which collects feedback from multiple sources and angles, to enhance your feedback.

5 Communicate effectively

The fifth step to deal with personal biases is to communicate effectively with the employee during and after the performance evaluation. You can do this by being clear, honest, and respectful in your feedback, and focusing on the facts, behaviors, and outcomes, rather than the personality, traits, or potential of the employee. You can also use the feedback sandwich technique, which consists of starting and ending with positive feedback, and sandwiching constructive feedback in between, to motivate and encourage the employee. You can use tools such as the STAR (Situation, Task, Action, and Result) method, which helps you structure and deliver feedback, to communicate effectively.

6 Monitor and review

The sixth step to deal with personal biases is to monitor and review your performance evaluation process and outcomes. You can do this by tracking and analyzing the results of your feedback, such as the employee's satisfaction, engagement, and performance improvement, and identifying any gaps, inconsistencies, or errors. You can also seek feedback from the employee and others on your performance evaluation skills, and identifying any areas for improvement. You can use tools such as the PDCA (Plan, Do, Check, and Act) cycle, which helps you implement, evaluate, and improve your processes, to monitor and review your performance evaluation.

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?