What do you do if biases are affecting performance evaluations in UED careers?

The initial phase involves identifying potential biases that could impact performance ratings. UEDs may encounter various biases, such as confirmation bias, wherein evaluators actively seek and interpret information that aligns with their preexisting beliefs; halo effect, wherein evaluators make generalisations about performance based on a small number of positive attributes; recency effect, wherein evaluators prioritise the most recent or memorable events; and gender bias, wherein evaluators form differential judgements of performance based on gender.

N?o há como evitar vieses. Todos nós temos os nossos por causa de nossas experiências que nos trouxeram até aqui e nossa cren?a é que eles s?o bons e corretos. Conhecer nossos próprios vieses antes de fazer avalia??es pode te ajudar a evitar tê-los como linha de frente de suas posi??es avaliativas. Evoluir nesse quesito significa ser um avaliados com ciência de seus vieses e abertura para enxergar o outro plenamente e compará-lo com o padr?o necessário para atender certa competência. Avaliar é comparar com um padr?o e dar uma nota de aproxima??o ao padr?o estabelecido, n?o escapamos de ter de fazer avalia??es o que devemos é melhorar nosso olhar para evitar contaminá-lo com nossas cren?as e valores limitantes.

If biases are affecting performance evaluations in UED careers, it's crucial to implement structured, objective criteria for assessment. Encourage evaluators to undergo bias training to recognize and mitigate unconscious biases. Utilize 360-degree feedback to gather diverse perspectives. Standardize evaluation processes across all employees, focusing on measurable outcomes and behaviors rather than subjective opinions. Foster an open feedback culture where employees can discuss and challenge their evaluations constructively. Periodically review and adjust the evaluation criteria to ensure they remain fair, relevant, and aligned with organizational goals, thereby promoting a more equitable and accurate appraisal process.

Identifying biases in performance evaluations requires awareness and vigilance. Look for patterns of inconsistency, favouritism, or discrepancies in how evaluations are conducted or outcomes are determined. Pay attention to language used in feedback, as biased language may reflect underlying stereotypes or prejudices. Additionally, examine the diversity of evaluators and consider whether there may be groupthink or conformity biases at play. Conducting regular reviews of evaluation processes and outcomes can help uncover potential biases. It's also valuable to solicit feedback from employees to gain insights into their perceptions of fairness and objectivity in the evaluation process.

Collecting evidence of biases in performance evaluations involves reviewing evaluation data for consistent patterns, analyzing feedback language for biased expressions, conducting surveys or interviews with employees to gather their perceptions, implementing peer review processes, comparing internal data with external benchmarks, and maintaining detailed documentation of evaluation outcomes and training efforts. By systematically examining multiple sources of evidence, organizations can identify and address biases in performance evaluations to ensure fairness and objectivity in the process.

Evidências ajudam objetivamente a termos mais clareza do grau de avalia??o comparado ao padr?o que procuramos. O caso é que mesmo apoiado em evidências ainda se corre o risco de ser enviesado no olhar. Você é mais exigente com quem n?o se encaixa no seu viés e percebe menos evidências positivas para dar uma boa nota de avalia??o. Mais avaliadores menos risco de enviesar, porém se somos da mesma organiza??o grandes chances de termos vieses parecidos. Olhares externos neste caso ajudam também.

Communicating evidence of biases in performance evaluations involves compiling findings from various sources, summarising key points, providing context for the evidence, proposing solutions, engaging stakeholders in discussion, seeking feedback, and establishing a plan for implementation. By presenting a clear and transparent overview of the evidence and actively involving stakeholders in the process, organisations can address biases in performance evaluations effectively and promote fairness and objectivity in the workplace.

A comunica??o é pe?a fundamental nas avalia??es, tanto que em alguns lugares elas se chamam dialogo de desenvolvimento e n?o avalia??o. Este ir e vir discutindo evidências é fundamental para bons resultados, compreens?o e indica??o de planos de desenvolvimento. A comunica??o pode levar ao aprendizado comum de avaliador e avaliado. De qualquer forma é preciso entrar nesta conversa com os seus vieses conhecidos e se possível os do outro também assim podem evoluir juntos.

Uma boa alterativa para uma comunica??o eficaz, é usar a técnica das STARs, que significa Situa??o, Tarefa, A??o e Resultado. Isso minimiza os vieses existentes em qualquer avalia??o e busca dar maior objetividade nelas. Evidentemente os avaliadores precisam ser treinados nessa técnica para poderem obter os melhores resultados dela. Isso elimina situa??es constrangedoras, de lado a lado, quando alguém diz, de forma vaga e incompreensível que "Você precisa melhorar sua comunica??o"(escrita, falada, rede social???).

If biases persist in performance evaluations despite efforts to mitigate them, seeking alternatives becomes imperative for ensuring fair and accurate assessments. This may involve advocating for channels such as 360-degree feedback, objective performance metrics, portfolio reviews, self-assessment components, regular check-ins, anonymous feedback mechanisms, and ongoing training initiatives. By exploring alternative evaluation methods that prioritise objectivity and inclusivity, employees can strive to overcome biases and promote a more equitable workplace culture.

Consider more frequent interactions( 1-2-1) over the entire evaluation cycle and note down observations and views. Use this data objectively to ensure minimal bias

Train your team so that they know and understand the impact of biases in the research phase or the design phase of your product. You can start with sharing documents and letting them read about it. Then, you can organize a short meeting that will help them understand more about the biases. In my experience, I did share documents about UX design that are also more about the effect of biases on the design.