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Last updated on 2024年6月7日

What do you do if your feedback and evaluation processes in HR lack fairness and impartiality?

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Feedback and evaluation are essential components of training and development in HR. They help you measure the effectiveness of your programs, identify areas of improvement, and motivate your employees to learn and grow. However, feedback and evaluation can also be sources of conflict, resentment, and bias if they lack fairness and impartiality. How can you ensure that your feedback and evaluation processes are fair and impartial, and that they foster a positive learning culture in your organization?

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1 Define fairness and impartiality

Fairness and impartiality are not the same thing, but they are closely related. Fairness means that you treat your employees equally and consistently, without favoritism or discrimination. Impartiality means that you base your feedback and evaluation on objective criteria and evidence, without personal feelings or opinions. Both fairness and impartiality require you to be transparent, respectful, and accountable in your feedback and evaluation processes.

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Lasha Ghvaladze

Global Human Resources Business Partner at FINCA Impact Finance
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Fairness as well as equality can be subjective if there are no objective criteria established. Thus, first thing to do is create criteria and make employees aware of them.

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Jessy George

LINKEDIN ENTHUSIAST Former EMIRATES AVIATION TRAINER
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What would you do if your feedback process and evaluation in HR lacks fairness and impartiality? Its important to understand and realise that lack of fairness and impartiality may favour the recipient but will never give the best result. For any organization the best result should matters above anything else otherwise organization would suffer as they woud have the preferred person with such feedback but would lose the best one. I would say promoting and Valuing integrity is very important in HR decisions and actions. This should be informed and practiced across the organisation.

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Daniel NAMAKOLA

Building People|Driving Success.
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Implement a standardized evaluation criteria while ensuring continuous monitoring and adjustments for objective and equitable assessments across board.

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2 Establish clear and relevant criteria

One of the key steps to ensure fairness and impartiality is to establish clear and relevant criteria for feedback and evaluation. These criteria should be aligned with the learning objectives, the organizational goals, and the expectations of the employees. They should also be communicated to the employees before the training and development programs, so that they know what to expect and how to prepare. The criteria should be specific, measurable, achievable, realistic, and timely (SMART), and they should be applied consistently to all employees.

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Kedman Elliaquim

Consultor e professor em Gest?o, Lideran?a e Melhoria de Resultados | Colab Results | Headhunter
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O uso da palavra “justo” é muito potente dentro do processo de feedback, pois ser justo n?o é ser igualitário. Em feedback é necessário trabalhar a singularidade de cada pessoa de forma individual, pois só assim é possível ser justo, bem como em cada feedback buscar trazer dados e fatos e evitar julgamentos. Ser justo é tratar de maneira assertiva as situa??es a serem reconhecidas e as situa??es a serem corrigidas. é necessário preparo e habilidade para a realiza??o.

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3 Use multiple sources and methods

Another way to ensure fairness and impartiality is to use multiple sources and methods for feedback and evaluation. This means that you should not rely on a single source or method, such as a supervisor, a peer, or a test, to provide feedback and evaluation. Instead, you should use a combination of sources and methods, such as self-assessment, 360-degree feedback, observation, portfolio, or simulation, to get a more comprehensive and balanced view of the employees' performance and development. You should also use both formative and summative feedback and evaluation, which means that you should provide feedback and evaluation throughout the training and development programs, as well as at the end.

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Jaydeep Das

International Director - People & Culture
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Agree. Staying flexible to use multiple channels makes the feedback progress engaging. In any case, there is no straight jacket formula that fits all. care should be taken, however, that the staff member have their comfort level and confidence in the process followed.

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4 Involve and empower the employees

A third way to ensure fairness and impartiality is to involve and empower the employees in the feedback and evaluation processes. This means that you should not only give feedback and evaluation to the employees, but also ask for their feedback and evaluation on the training and development programs, the criteria, and the processes. You should also encourage the employees to set their own goals, monitor their own progress, and reflect on their own strengths and weaknesses. By involving and empowering the employees, you can increase their engagement, ownership, and satisfaction with the feedback and evaluation processes.

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5 Provide constructive and actionable feedback

A fourth way to ensure fairness and impartiality is to provide constructive and actionable feedback to the employees. This means that you should not only tell the employees what they did well or poorly, but also why and how they can improve. You should also avoid using vague, general, or negative feedback, such as "good job" or "you need to work harder". Instead, you should use specific, positive, and constructive feedback, such as "you demonstrated excellent communication skills in the presentation, but you can improve your time management by creating an outline and rehearsing beforehand". You should also provide feedback in a timely, respectful, and supportive manner, and follow up with the employees to ensure that they implement the feedback.

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Lasha Ghvaladze

Global Human Resources Business Partner at FINCA Impact Finance
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The most important when giving feedback is timing and situation. While positive feedback is always given right at the moment, negative feedback cannot be given if you are not 1-1 with employee. However, if you give feedback to the employee when they have already forgotten the situation, it doesn't make sense. Thus, it is crucial to link feedback to specific situation when employee has shown the behavior that needs to be improved.

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6 Review and improve the processes

A fifth way to ensure fairness and impartiality is to review and improve the feedback and evaluation processes regularly. This means that you should not assume that your feedback and evaluation processes are perfect or fixed, but rather that they are dynamic and adaptable. You should collect and analyze data and feedback from the employees, the trainers, and the stakeholders, and use them to evaluate the effectiveness, efficiency, and equity of your feedback and evaluation processes. You should also identify and address any gaps, challenges, or issues that may affect the fairness and impartiality of your feedback and evaluation processes, and make necessary changes or improvements.

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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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Clinton Campbell, Ph.D., CFI

State Boards of Physician Examiners, Engineering, Architecture, Surveying, & Geology. Organizational Psychologist | Adjunct MPA Professor | Law Enforcement Sworn | LinkedIn Advisor | Forensic Interviewer | AAME ~ ICMA
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Begin with a comprehensive review to pinpoint deficiencies. Engaging with employees and managers to understand their experiences can reveal areas needing improvement. Adopting clear, objective criteria for evaluations, coupled with training for evaluators on avoiding biases, is essential. Incorporating feedback from multiple sources and using anonymous surveys can enhance objectivity. Regularly revising the evaluation mechanisms, providing avenues for appeals, and embracing a culture of continuous feedback will help ensure the system's fairness. Ensuring transparency and accountability are critical steps toward maintaining an equitable evaluation process, and building trust across the organization.

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What do you do if your feedback and evaluation processes in HR lack fairness and impartiality?

1

2

3

4

5

6

7

1 Define fairness and impartiality

2 Establish clear and relevant criteria

3 Use multiple sources and methods

4 Involve and empower the employees

5 Provide constructive and actionable feedback

6 Review and improve the processes

7 Here’s what else to consider

Training & Development

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What do you do if your feedback and evaluation processes in HR lack fairness and impartiality?

1

2

3

4

5

6

7

1 Define fairness and impartiality

2 Establish clear and relevant criteria

3 Use multiple sources and methods

4 Involve and empower the employees

5 Provide constructive and actionable feedback

6 Review and improve the processes

7 Here’s what else to consider

Training & Development

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