Newsletter – December 4, 2019
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Keep bias out of your performance evaluations
When done well, performance evaluations serve several valuable functions. For staff, they provide a clear pathway for development and advancement. For managers, they help build alignment with their staff and provide a forum for sharing and receiving feedback. For leaders, performance evaluations, taken as a whole, can provide valuable insight into how well their team and culture is serving to meet their organization’s mission and goals. If used without rigor and care, performance evaluations can create confusion, lead to inequitable outcomes, and lower staff morale.
To avoid these pitfalls of performance evaluations, you’ll need to practice spotting bias. Here are a few to watch out for:
- “Like me” bias: the tendency to regard people who are similar to us more favorably.
- “I like you” bias: the tendency to favor people we like. Have you ever considered hiring someone because they’re someone you’d “grab a drink” with? It’s like that.
- Confirmation bias: the tendency to seek out or interpret information that validates our pre-existing beliefs.
To learn more about the most common ways that bias shows up in performance evaluations, check out our top four tips for mitigating bias in performance evaluations!
Your 2020 Topics & Themes of Interest
Are you in the throes of 2020 planning? Us too! The TMC Knowledge Team (we’re the ones who bring you these newsletters!) would love your input as we decide the areas to focus on in 2020. We’ve developed a short survey to help us understand the opportunities and challenges in front of you—thank you to everyone who has responded so far! If you haven’t yet, would you take 5 minutes to let us know your thoughts?