Performance evaluations are assessments that allow employees to understand their strengths, and areas of improvement. Though we claim to be unbiased and make fair judgments, subconscious biases do creep in and tend to make evaluations unfair and inaccurate. There are a few ways in which you can make performance evaluations fair and equitable.
- Clear evaluation criteria: It is crucial to have clear and consistent parameters for performance evaluations. This results in more objective evaluations rather than subjective judgments. You can set SMART (specific, measurable, achievable, relevant, and time-bound) goals
- Training and awareness: Along with specific goals, you can offer training programs for leaders and managers to help them understand biases and cultivate measures to keep them away during evaluations. Training will help you promote fair evaluations
- Conduct 360-degree feedback: Instead of one employee sharing their point of view, it is ideal to take feedback from multiple associates. This should include peers, subordinates, seniors, as well as clients (if needed). A holistic view of an employee will result in a fair and unbiased evaluation
- Allow self-evaluation: An employee should also be given the chance to share their views, outlook, and approach toward work. This might eliminate some of the biases that the manager might have
- Conduct regular check-ins: These evaluations should not be a one-time affair. There should be regular check-ins between managers and employees to have a clear understanding of work and performance
With these methods in mind, you can reduce biases and foster a workplace culture of inclusion and creativity. For more information speak to our consultants.