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What do you do if your AR employees are not receiving fair and unbiased performance evaluations?

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In the world of Augmented Reality (AR), ensuring that your team receives fair and unbiased performance evaluations is crucial for maintaining morale and fostering a culture of trust. AR, which integrates digital information with the user's environment in real time, requires a unique set of skills and creativity. When AR employees feel their assessments are not equitable, it can lead to dissatisfaction and hinder innovation. It's important to address this issue head-on to keep your AR talent engaged and motivated.

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Ari Tjahjanto

B.Sc (Hons), M.PKB, CPOD, CMA, SEA | People Experience Enthusiast | 25+ yrs Leadership | Sustainability | ESG | ISO…
Carla Victoria Baena Restrepo

Psicóloga | Coach | Conferencista | Consultora en RH y SST | Liderazgo | Innovación
Md. Safiq Adam

I HR Professional I Administrative, Corporate Communication & Regulatory Affairs Specialist I MBA (NSU) I PGDHRM (UIU) I

1 Identify Bias

Recognizing bias in performance evaluations is the first step towards rectifying unfair treatment of AR employees. Bias can stem from a lack of understanding of AR technology or the unique challenges faced by AR professionals. It is essential to educate evaluators on the specifics of AR work and establish clear, objective criteria for assessment. Encourage evaluators to reflect on their own potential biases and provide training on how to conduct equitable reviews. This proactive approach can help ensure that all employees are judged based on their actual performance and contributions.

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Carla Victoria Baena Restrepo

Psicóloga | Coach | Conferencista | Consultora en RH y SST | Liderazgo | Innovación
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Como cualquier proceso de evaluación al desempe?o, evaluar personas que se dedican a trabajar con realidad aumentada no debería estar enmarcado en poca imparcialidad e injusticia, es clave que las personas que realizar la evaluación conozcan del tema para poder evaluarlo y se cuenten con métricas objetivas asociadas a las metas de cumplimiento pactadas, de esta forma la objetividad estará dada, por otro lado hacer una evaluación plural puede ayudar a equilibrar las apreciaciones sobre los evaluados, en cuyo caso se puede incluir una autoevaluación y evaluación de los usuarios para no quedarnos solo con la mirada del superior inmediato.

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Md. Safiq Adam

I HR Professional I Administrative, Corporate Communication & Regulatory Affairs Specialist I MBA (NSU) I PGDHRM (UIU) I
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Try to find out the root cause through continuous data/information collection. Sit for an open discussion with all the related parties. Review the old process properly. Take appropriate action & provide support.

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Arshia Hussain MHRM

HR Manager at vativeApps | Driving Workplace Culture and Engagement
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As an HR expert, if my AR employees are not receiving fair and unbiased performance evaluations, I would first review the evaluation process to identify any biases or inconsistencies. Then, I would provide training and guidance to managers on conducting objective evaluations and avoiding bias. Additionally, I would implement measures such as standardized evaluation criteria and anonymous feedback mechanisms to promote fairness and transparency. Finally, I would monitor the evaluation process regularly to ensure that all employees are being assessed equitably and take corrective action as needed.

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2 Open Dialogue

Creating an open dialogue with your AR employees about their performance evaluations is vital. Encourage them to voice their concerns and provide specific examples of why they believe their evaluation was unfair. This communication should be a two-way street, where feedback is given and received respectfully. By fostering an environment where employees feel comfortable discussing these issues, you can gather valuable insights into how the evaluation process may be improved and demonstrate that their opinions are valued.

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Antony Vitillo

AR/VR developer, entrepreneur, consultant, blogger
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Every company should be based on open dialogue between all the people, no matter what the rank or the role. So in case someone in an AR company, like in all other companies, thinks that there has been an unfair treatment, should talk about it with his/her manager. He should tell what happened, why the treatment was unfair, and discuss possible options to improve

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Akshay Kumar

Solution Architect @ VELUX | XR Solution Built & Design, Unity, C#, Unreal, C++, Python
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Encourage honest conversations with AR employees about their performance reviews. Invite them to share any concerns or instances where they felt the evaluation was unfair. By listening to their feedback and offering support, you can gain valuable insights and work together to improve the evaluation process. This open approach helps build trust and shows employees that their input matters.

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3 Review Process

Reviewing the performance evaluation process itself can uncover flaws that lead to biased assessments. Examine each step, from the criteria used to measure performance to the final decision-making process. Ensure that the metrics are relevant to AR work and that they fairly reflect the employee's efforts and achievements. Consider implementing a 360-degree feedback system, where input is gathered from a variety of sources, including peers, subordinates, and supervisors, to provide a well-rounded view of the employee's performance.

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Virad Chaurasia

Backend Developer || Metaverse-Cyber Security || AI-driven AR Developer || Ex @ MightyMorse
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Make sure everyone knows what's being evaluated and train managers to be fair. Let employees give feedback without saying who they are. Have more than one person evaluate, talk often, and look at data for problems. Treat everyone fairly and tell them how they're being judged.

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4 Action Plan

Developing an action plan is critical when addressing unfair performance evaluations in your AR team. This plan should outline steps to rectify any immediate issues and prevent future occurrences. It may include re-evaluating certain employees, adjusting the performance metrics, or providing additional training for evaluators. Ensure that the action plan is transparent and communicated to all employees so that they understand the changes being made and the reasons behind them.

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5 Monitor Results

After implementing changes to the evaluation process, it's important to monitor the results to ensure they are having the desired effect. Solicit feedback from your AR employees to gauge their satisfaction with the new system and make adjustments as needed. Regularly reviewing the fairness and effectiveness of performance evaluations will help maintain a positive work environment and motivate your AR team to continue producing innovative work.

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6 Support Growth

Finally, supporting the professional growth of your AR employees can mitigate feelings of unfair treatment in performance evaluations. Offer opportunities for skill development and career advancement that align with the unique aspects of AR work. By investing in your team's growth, you demonstrate a commitment to their success, which can improve morale and reduce concerns over biased evaluations. This support not only benefits the individual employees but also enhances the overall expertise within your AR team.

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Ari Tjahjanto

B.Sc (Hons), M.PKB, CPOD, CMA, SEA | People Experience Enthusiast | 25+ yrs Leadership | Sustainability | ESG | ISO Auditor | HR Assessor BNSP
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I would like to support them, by giving them the stage so that their performance will stand out, and also giving them the learning and development to support their growth

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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 AR employees are not receiving fair and unbiased performance evaluations?

1

2

3

4

5

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1 Identify Bias

2 Open Dialogue

3 Review Process

4 Action Plan

5 Monitor Results

6 Support Growth

7 Here’s what else to consider

Augmented Reality

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What do you do if your AR employees are not receiving fair and unbiased performance evaluations?

1

2

3

4

5

6

7

1 Identify Bias

2 Open Dialogue

3 Review Process

4 Action Plan

5 Monitor Results

6 Support Growth

7 Here’s what else to consider

Augmented Reality

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