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What do you do if your performance evaluations are not aligned with corporate social responsibility?

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When your performance evaluations don't reflect your organization's commitment to Corporate Social Responsibility (CSR), it can be a source of concern and confusion. Performance evaluations are critical tools for employee development and organizational growth, but they must be aligned with CSR— the company's responsibility to manage its operations in a way that enhances society and the environment. If you notice a misalignment, it's important to address it promptly to ensure that your company's values and actions remain consistent.

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Pallavi Mahajan

Oxford MBA | United Nations | Published Author | Chevening Scholar | Forté Fellow | TedX Speaker
Debbie Haski-Leventhal

Purpose Leader | Inspirational speaker | Best-selling author | Awarded Professor of CSR | MBA Director | TED Speaker

1 Assess Gaps

Identifying the discrepancies between your performance evaluations and CSR objectives is the first step in resolving the issue. Examine the evaluation criteria and compare them to your company's stated CSR goals. This might reveal that certain socially responsible practices, such as sustainable resource use or community engagement, are not being recognized or incentivized. Understanding these gaps is crucial for realigning your performance metrics with your CSR commitments.

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Pallavi Mahajan

Oxford MBA | United Nations | Published Author | Chevening Scholar | Forté Fellow | TedX Speaker
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Review the existing performance evaluation criteria and identify areas where CSR contributions are not adequately recognized or rewarded. Work with HR and relevant stakeholders to revise evaluation criteria to include specific indicators or metrics related to CSR performance and impact. Educate managers and employees about the importance of CSR and its alignment with organizational goals and values. Raise awareness about the role of CSR in driving long-term sustainability, reputation management, and stakeholder engagement. Integrate CSR goals and targets into individual employees' performance objectives and development plans.

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2 Engage Dialogue

Once you've identified the gaps, initiate a conversation with your supervisors or human resources department. Constructive dialogue is key to fostering understanding and change. Express your concerns about the misalignment and how it may affect employee behavior and the company's reputation. Be prepared to suggest how performance evaluations could be modified to better reflect CSR values, such as incorporating community impact or environmental stewardship into the assessment criteria.

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Debbie Haski-Leventhal

Purpose Leader | Inspirational speaker | Best-selling author | Awarded Professor of CSR | MBA Director | TED Speaker
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Holistic CSR is embedded throughout the organisation - vertically and horizontally. Vertically, it should be adopted by every employee at every job level and as part of their KPIs. Horizontally, your CSR should be embedded in your entire value chain, known and acted upon by your stakeholders. Therefore, an ongoing dialogue with all employees and external stakeholders is critical for a holistic CSR.

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3 Propose Changes

After discussing the issue, propose specific changes to the performance evaluation process. These changes could include incorporating CSR-related goals into individual performance plans or creating new metrics that reflect the company's commitment to ethical practices. Ensure that your proposals are actionable and measurable, making it easier for decision-makers to visualize the benefits of aligning performance evaluations with CSR.

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Chaitali Debnath

Head of Human Capital/ Ex Tata / Ex Bureau Veritas
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When csr is a top notch priority for the organisation, the only way to create awareness and implement it at employee level is to assign csr involvement as KRA. By doing so you are not only making the csr a must part of the Employee journey from scratch but also sharing the Ethos of the organisation with each and every employee. This will open new ventures for the organisation also to explore new paths in csr activities and funding.

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4 Implement Solutions

Implementation of new evaluation criteria should be done thoughtfully and inclusively. It may involve training managers and employees to understand and value CSR-oriented performance metrics. Roll out the new criteria in stages, if necessary, to allow for adjustments and feedback. Remember, the goal is to integrate CSR seamlessly into the fabric of everyday work life, reinforcing its importance at every level of the organization.

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5 Monitor Progress

With new performance evaluation criteria in place, it's essential to monitor progress and make adjustments as needed. Collect feedback from employees about how the changes are affecting their work and perception of the company's CSR commitment. Use this feedback to refine the evaluation process further, ensuring that it continues to align with both employee performance and CSR objectives.

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6 Sustain Efforts

Maintaining alignment between performance evaluations and CSR is an ongoing process. It requires regular review and updates to keep pace with evolving CSR goals and industry standards. Encourage a culture of continuous improvement where employees feel empowered to contribute to CSR initiatives and see their efforts reflected in their evaluations. This will help sustain the integration of CSR into the core operations of your company.

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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 your performance evaluations are not aligned with corporate social responsibility?

1

2

3

4

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1 Assess Gaps

2 Engage Dialogue

3 Propose Changes

4 Implement Solutions

5 Monitor Progress

6 Sustain Efforts

7 Here’s what else to consider

Corporate Social Responsibility

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What do you do if your performance evaluations are not aligned with corporate social responsibility?

1

2

3

4

5

6

7

1 Assess Gaps

2 Engage Dialogue

3 Propose Changes

4 Implement Solutions

5 Monitor Progress

6 Sustain Efforts

7 Here’s what else to consider

Corporate Social Responsibility

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