Having an idea of how your employees are performing is important to the progress of your company and individual employees. A good way to check in on an employee’s performance is through a performance review. However, there are times where unconscious biases can get in the way of accurately measuring an employee’s productivity. Here are ways to keep biases far away from performance reviews:
When you’re distracted it’s easier for performance biases to make decisions for you. If you want to have a more accurate understanding of an employee’s performance, you need to be entirely focused on the performance review meeting. Turn off your cell phone and ignore your email for the duration of the meeting. Additionally, keep focused on notes and goals you’ve made in previous performance reviews and how the employee has improved on those. Staying focused on those facts will make it difficult for performance biases to get in the way.
Ask for Others’ Feedback
A good way to keep biases from becoming too controlling in performance reviews is to get feedback from others’ first. Ask the employee how they feel they’ve performed since the last performance review. Also ask the employee’s colleagues and co-workers how the employee has been doing. This will give you alternate perspectives and possibly a more accurate evaluation of an employee’s performance.
Call Out Bias
Biases will always be present in your company if you don’t make an effort to remove them. If you hear a co-worker or fellow leader say something biased, question them respectfully. You can do this by asking questions like “what do you mean by that” when a co-worker says something biased. This will help members of your company think critically about their own opinions and biases.
Being able to call out biases in your co-workers also means allowing your co-workers to call you out for your own biases. This is a difficult thing to do especially since your first reaction when criticized is likely to defend yourself. Instead, take a deep breath and consider what your co-worker is saying. This will allow you to remove biases from your own mind before entering a performance review with an employee.
Apply this advice to remove biases from employee performance reviews.