How do you address personal biases or prejudices that may impact your performance evaluation experience?

Para abordar los sesgos en la evaluación de desempe?o, me enfoco en utilizar criterios objetivos y basados en datos. Promuevo la autoevaluación y la retroalimentación múltiple para obtener una visión más completa. También me aseguro de estar al tanto de mis propios prejuicios y busco formación continua en diversidad e inclusión para minimizar su impacto en mi evaluación.

Abordar los sesgos personales en la evaluación de desempe?o es crucial para garantizar justicia y precisión. Los cuencos tibetanos son una herramienta poderosa en este proceso. A través de su vibración y sonido, promueven la claridad mental y el equilibrio emocional, reduciendo el estrés y mejorando la atención plena. Esta práctica ayuda a los evaluadores a ser más conscientes de sus propios prejuicios, permitiéndoles tomar decisiones más objetivas y justas. Integrar sesiones de cuencos tibetanos en el entorno laboral no solo mejora el bienestar general, sino que también potencia una cultura de evaluación más equitativa y transparente.

One needs to suspend their personal feelings and attitudes to remain objective. It is my professional opinion that there is a professionals work life and personal life. When in the workplace they should learn to leave their personal life at home. It is a skill that can be acquired over time. It is a learning process that leads to the ability to separate personal life from work life. Not a skill that is easily mastered. So in learning to master this skill you will make errors. You should be aware of those errors so you can profit from learning.

Escuchar a la gente y tener una actitud comprensiva, atenta y siempre queriendo ayudar a los demás, sin pensar en uno primero, me ayuda a ser objetivo, se abren puertas a la sinceridad y apertura del corazón.

Not only seek feedback, but provide constructive feedback. Feedback from others is a valuable tool to help keep yourself in check. No one knows everything, so constructive feedback provides you with new knowledge and insights. Those who are offended by feedback are hampering the continuous process of learning. They get tracked in one mode of thinking, when in fact there are multiple modes of looking at a particular subject. So acceptance of feedback helps to improve your general fund of knowledge, which in turn increases your overall productivity and sense of self satisfaction.

Define objectively what standards have to be met in order to achieve success of the roles one is evaluating. Putting down the milestones that one has to achieve in order to be promoted etc helps to reduce personal bias

We must be mindful of our thoughts and choices continuously. Being open to explore one’s own bias requires an ability to be self-reflective without being overly self-critical. Take time each day for a mindfulness practice, clear your mind, breathe, and finish with a journaling practice, writing down whatever comes up from your time in silence with your thoughts. Next, create a general criteria for a position you’re supervising, but leave space for an individual’s strengths, interests, and particular abilities, creating a flexible position for the individual you hired. Continue with clear communication, and asking for feedback. We all can learn and grow, regardless of our position or experience.

As a retired neuropsychologist and university professor I am on a continuous journey to learn as much as I possibly can related to my professional interests. Even though I am retired, I continue to be a consultant. This means I have to know the latest subject matter relevant to my consulting job. One can never be too informed. When an individual believes they know it all, they know nothing. Learning is an infinite process, which one should never stop. In an ever changing, fast paced world you need to be in a continuous state of learning or you will become lost and left behind.

Life is about growth and exploration. We can never assume we know everything. How could we possibly? In addition to reading, attending continuing education sessions and’s conferences, I try to allow everyone to be my teacher. in every interaction, there is some thing we can learn. This is particularly true when people annoy us or anger us. Ask yourself what you can learn from the next person who frustrates you. What is your lesson in the interaction? How can you respond better next time?

I have personally had to deal with evaluating someone for which I was biased. Even though I had a certain perception of them, I judged their performance on just that. I included not just negative things, but also positive things as well.

I keep notes throughout the year on all members of my team. If I have a negative comment to record , I always also use a few minutes to document the last positive interaction or event I’m aware of. I do this to prevent my own “ problem bias” from being the only thing recorded over a year. Rarely is the reporting rate of good as high as it should be.

Assessment could be done as a team , so that personal bias will be reduced and only the person’s performance of the tasks can be objectively evaluated