What do you do if you suspect bias in performance evaluations?

Corporate is all about facts, data, and evidence. Without solid proof, none of your claims will be valid, no matter how good a storyteller you are. Therefore, we should always communicate with colleagues/bosses only thru official working platforms/APP. This can help to leave footprints, as everything is recorded B&W, and will be much easier to gather supporting evidence whenever there's a dispute case arise. Refrained work-related communication on off-work platforms, if possible. Remember, your peers are not your friend, keep your personal life to yourself after clocking out.

Performance evaluation is subjective, it can be a biased decision for sure. My approach to it is, an employee should keep a track of his/her own performance (written). When you do something out of the box, there are changes the leadership might forget about it. But you keep a track of everything you are doing. So that at the time of performance evaluation you can have references to give to your manager. You can have something to show rather than just complaining about the evaluation, evidence comes in handy to change the perspective.

Ofere?a sugest?es para aprimorar o sistema de avalia??o. Isso pode incluir treinamento para avaliadores, revis?o dos critérios ou processos mais transparentes. Lembre-se de que a busca pela justi?a e imparcialidade é fundamental para um ambiente de trabalho saudável. Ao seguir essas etapas, você estará contribuindo para a melhoria contínua das avalia??es de desempenho.

Look out for inconsistency when performance are managed. From goal setting , to managing feedback and appraisal. When there is sufficient data and trend observed, we need to timely call out for the biases to prevent repeated biasness.

Bias could be actual or perceived bias. Perceived bias, though is not real, is what sensed by the employees and it’s affecting morale of the people. ?????? Managers can mitigate this by: 1. Promoting Transparency: Make decision-making processes clear. 2. Keep abreast of unconscious bias. 3. Encouraging Open Communication: Foster a safe environment for feedback. 4. Standardizing Processes: Use objective criteria for evaluations. 5. Using Diverse Panels: Involve diverse groups in decision-making. (e.g. 360 degrees feedback)

Distancing oneself from personal biases and emotions to evaluate a situation or performance using factual and measurable standards is indeed important. This requires deliberately focusing on data, evidence, and specific actions rather than subjective opinions or assumptions. Considering multiple viewpoints and gathering input from various sources is crucial for a comprehensive understanding. This method helps uncover patterns and root causes without being influenced by preconceived ideas or personal inclinations. By maintaining an objective perspective, you can make more informed and fair decisions, leading to more equitable results.

360-degree feedback is a comprehensive performance evaluation method where feedback is gathered from a variety of sources surrounding an employee. This includes their peers, subordinates, supervisors, and sometimes even clients. The aim is to provide a well-rounded view of the employee’s strengths and areas for improvement, encompassing different perspectives and contexts. This feedback method helps in identifying blind spots that might not be visible in traditional top-down evaluations. It promotes self-awareness and personal development by offering a holistic view of how an employee is perceived by those they interact with regularly.