Navigating Performance Management Maze: A Tale of MOT & Three R's Biases
Raj Gupta Lift Others to Get Lifted
????????????, ?????????????? & ???? Leader with exp to US, UK, Europe & Indian MNCs - Decade each in [GE] & [TCS] | ???????????????? (India) - Leaders Excellence at Harvard Square
Once upon a time, in the bustling halls of a modern-day corporation, there lived a dedicated team striving to uphold the pillars of performance management:
Meritocracy, Objectivity, and Transparency (MOT).
These 3 principles were the guiding stars, illuminating the path toward fair evaluations and career growth opportunities for all employees.
In this tale, let me introduce you to our protagonist, Kiara, a diligent employee with infectious energy and dreams as vast as the sky. Kiara believed in the power of hard work and talent, confident that her efforts would be recognized and rewarded fairly. Little did she know, the journey ahead was fraught with challenges masked as biases.
First, let's journey through the land of Meritocracy, where excellence reigns supreme. Here, Kiara thrived, showcasing her skills and dedication at every given opportunity.
However, she soon discovered the shadow of Regional Bias lurking in the corners. Despite her outstanding performance, whispers of favoritism toward employees from certain geographic regions tainted the meritocratic landscape.
Undeterred, Kiara pressed on, seeking solace in the realm of Objectivity. Surely, here, her accomplishments would speak for themselves. Yet, she found herself facing the daunting presence of Recency Bias. As her annual review approached, the memory of recent events loomed large, overshadowing the breadth of her contributions throughout the year.
But Kiara refused to be swayed, determined to unveil the truth in the realm of Transparency. Here, she sought clarity and honesty, only to encounter the formidable barrier of Relationship Bias.
Despite her qualifications, she watched as others with closer ties to decision-makers advanced effortlessly, leaving her feeling overlooked, dejected and undervalued.
Does this story of Kiara sounds familiar.
While navigating these choppy seas of bias, we must realise the importance of awareness and advocacy, championing initiatives to combat biases and promote a culture of fairness and inclusivity. Leaders should watch out for their conscious or unconscious bias and work to shatter the illusions of bias, paving the way for a brighter future where talent and effort truly matter and talent shines brighter than the glare of discrimination.
Let Kiara's journey serve as a reminder of the crucial role we all play in shaping the landscape of performance management. By embracing the MOT —Meritocracy, Objectivity, and Transparency—and guarding against the pitfalls of three R's bias - Regional, Recency and Relationship, we can create workplaces where every individual has the opportunity to thrive and succeed.
May we all be champions of fairness and equality, forging ahead on the path to a more just and equitable tomorrow.
"Fairness in performance management isn't just about leveling the playing field; it's about ensuring that every individual's efforts are measured by the same ruler, casting a spotlight on merit rather than shadows of bias."
领英推荐
(Views expressed are personal)
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Coach de Liderazgo, Leadership coach & mentor,DMIT Expert,10X influence-Growth strategies 4 entrepreneurs,professionals 2 lead projects&multicultural teams effectively.TEDx Talk-Que tus miedos no te detengan para brillar
7 个月So true. What I have discovered is that only places where talent is given preference over favoritism really get to thrive. But as you mentioned above, unfortunately, leaders tend to develop this conscious or unconscious bias, and it demotivates talented collaborators. Thanks for sharing the article with MOTs and three R′s bias as a guideline ??
DIRECTOR & FOUNDER
7 个月?? % agreed. It’s often the only reason a company fails to achieve its target: the greed of its upper hierarchy and the incomplete knowledge of newcomers who are appointed as leaders of passionate teams…
Customer Experience Manager at Dubai Police | Customer Experience Expert | Helping Companies, Governments and CX Practitioners to Increase Revenue and Word-of-Mouth by Enhancing Customer-Centric Operational Excellence
8 个月Thanks Raj Gupta Lift Others to Get Lifted for putting a spotlight on this subject
--He
8 个月Agreed. In numerous ways it is taking place.
Board Member | Mentor-Investor | President & CEO | Listed Unicorn, Pre-IPO Soonicorns | Harvard Business School | MBA-NYU Stern, LSE, HEC | Author Igniting Minds with a Million Views | Incubating CEOs Gurukul
8 个月Absolutely! Embracing meritocracy and guarding against bias is crucial for creating a fair and thriving workplace. Let's strive for objectivity and transparency in performance management.