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How can you use progress monitoring to address recognition disparities?

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Progress monitoring is a practice of collecting and analyzing data on employee performance, goals, and feedback on a regular basis. It can help managers and employees align expectations, identify strengths and areas for improvement, and celebrate achievements. But how can you use progress monitoring to address recognition disparities? Recognition disparities are the gaps or biases in how different groups of employees are recognized, rewarded, or promoted for their work. These can negatively affect employee engagement, motivation, retention, and diversity, equity, and inclusion (DEI) initiatives. In this article, you will learn how to use progress monitoring to address recognition disparities in four steps.

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Kelley J. Finnegan

?? Employee Relations | Experienced and results-driven HR Leader | HR Business Partner “Becoming is better than…

1 Step 1: Assess your current recognition practices

The first step in addressing any potential recognition disparities is to assess your current practices and identify any gaps. To do this, review your performance data, feedback surveys, reward systems, and promotion criteria and look for any patterns or trends that indicate how different groups of employees are recognized, such as by gender, race, ethnicity, age, disability, or other dimensions of diversity. Ask yourself questions like: are there any groups that are overrepresented or underrepresented in high-performing or low-performing categories? Are there any groups that receive more or less feedback, praise, or constructive criticism than others? Are there any groups that are more or less likely to receive rewards, bonuses, or recognition awards than others? Are there any groups that are more or less likely to be promoted or given career development opportunities than others? If you find any evidence of recognition disparities, it’s important to address them as soon as possible. You can also use this assessment as a baseline to measure your progress and improvement over time.

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Kelley J. Finnegan

?? Employee Relations | Experienced and results-driven HR Leader | HR Business Partner “Becoming is better than being.” - Carol Dweck
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Let’s discuss awareness. The first step is to acknowledge that recognition disparities exist. They can be subtle & unintentional, but they can still have a significant impact. Beyond awareness is Regular Reviews, as highlighted. Regularly review your recognition & reward systems to ensure they are fair & inclusive. This review can be weekly monthly, quarterly, or bi-annually. The key is to create the cadence to collect the raw data from the regular reviews. There is a data story to tell. Use data to identify patterns of recognition. Who is being recognized? Who isn't? This can help you spot disparities. If you’re not measuring it, it’s challenging to assess improvements.

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2 Step 2: Set clear and fair performance goals and criteria

The second step is to set clear and fair performance goals and criteria for your employees. This will help you to monitor their progress and recognize their achievements objectively and consistently. You can use the SMART framework to set specific, measurable, achievable, relevant, and time-bound goals. You can also use rubrics, checklists, or rating scales to define the performance criteria and standards for each goal. Make sure that your goals and criteria are aligned with your organizational vision, mission, values, and DEI goals. Communicate your goals and criteria to your employees and ensure that they understand and agree with them. Provide them with regular feedback and coaching to help them achieve their goals and improve their performance.

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Kelley J. Finnegan

?? Employee Relations | Experienced and results-driven HR Leader | HR Business Partner “Becoming is better than being.” - Carol Dweck
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Feedback is crucial. Encourage open & honest feedback from your team. They can provide valuable insights into any perceived disparities. Training may also help on multiple levels. Provide training to managers on unconscious bias & the importance of equitable recognition. Some may benefit from training on how to establish clear, objective criteria for recognition & promotions. This can help prevent biases from influencing decisions.

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3 Step 3: Collect and analyze progress data

The third step is to collect and analyze progress data on your employees' performance, goals, and feedback. You can use various tools and methods to collect data, such as performance reviews, self-assessments, peer reviews, 360-degree feedback, surveys, quizzes, tests, or portfolios. You can also use software or platforms that allow you to track and visualize data, such as dashboards, charts, graphs, or reports. You should collect data frequently and consistently, such as weekly, monthly, quarterly, or annually. You should also analyze data critically and objectively, looking for patterns, trends, gaps, or outliers. You should compare data across different groups of employees and check for any signs of recognition disparities. You should also compare data with your baseline assessment and check for any progress or improvement.

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4 Step 4: Recognize and reward performance

The fourth and final step is to recognize and reward performance based on your progress data. It is important to do this in a timely, specific, and meaningful way, as well as in a diverse, equitable, and inclusive manner. This means recognizing and rewarding performance based on predefined goals and criteria, rather than subjective or biased factors. Additionally, you should recognize and reward performance across different levels, roles, and functions, not just the top performers or high-visibility roles. Furthermore, recognize and reward performance in various ways such as verbal praise, written feedback, public recognition, certificates, badges, trophies, bonuses, or career opportunities. Moreover, ensure that the recognition and rewards match employees' preferences, needs, and values instead of just your own or the organizational norms. By following these steps you can address recognition disparities and foster a culture of appreciation, motivation, and DEI in your organization.

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5 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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Kelley J. Finnegan

?? Employee Relations | Experienced and results-driven HR Leader | HR Business Partner “Becoming is better than being.” - Carol Dweck
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Diversity & inclusion matter! Recognize diverse forms of success, not just the most visible ones. Ensure that all employees, regardless of their background, have equal opportunities for recognition. Also, communicate openly about your efforts to address recognition disparities. This can help build trust & transparency. Remember, addressing recognition disparities is an ongoing process. Keep learning, adapting, & improving. A fair & inclusive recognition system can boost morale, increase productivity, & foster a more diverse & inclusive workplace. Let's strive to make every employee feel valued & appreciated for their unique contributions!

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How can you use progress monitoring to address recognition disparities?

1

2

3

4

5

1 Step 1: Assess your current recognition practices

2 Step 2: Set clear and fair performance goals and criteria

3 Step 3: Collect and analyze progress data

4 Step 4: Recognize and reward performance

5 Here’s what else to consider

Performance Management

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How can you use progress monitoring to address recognition disparities?

1

2

3

4

5

1 Step 1: Assess your current recognition practices

2 Step 2: Set clear and fair performance goals and criteria

3 Step 3: Collect and analyze progress data

4 Step 4: Recognize and reward performance

5 Here’s what else to consider

Performance Management

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