How biases in the workplace can be combated through performance review?

You must be well aware of the terms "conscious bias" and "unconscious bias". Eventually, human beings are prone to bias by nature. Although many try to treat everyone fairly, our brains are wired in a way that we find mental shortcuts that make processing the world around a lot simpler. While these shortcuts may lead you to inaccurate conclusions, there are a few things we can all follow to do better.

Being biased might be a part of being human, but it can cause damaging effects in the workplace. It is even more important for managers to think about how bias might impact employee feedback conversations and reviews.

In the article below, we will share 3 ways you can reduce personal bias during employee performance reviews.

1. Try to be more self-aware

To have complete objectivity is difficult, if not impossible. However, if you accept this fact then it makes you more open to recognising biases when they resurface or even more mindful of your actions and thoughts. There are several assessments and personality tests you can take online to get a better understanding of your biases and take that opportunity to grow.

2. Interact with your employees frequently

If you are completely relying on semi-annual or annual performance conversations, then recency bias may take over and mislead you from forming an accurate view of the employee or his/her performance. However, when you are in touch with the employee continuously, interact with them, stay up to date with their work, it helps paint a better picture and tell the actual story.

Hence, it is recommended to conduct frequent one-on-one meetings with the employees. Not only will it help you build a trusting relationship and ensure alignment, but you will also be up-to-date with employee goals, roadblocks, success, among other things.

It is recommended that by leveraging one-on-one meetings it will help build a shared agenda, capture key insights from a performance management system, and build a relationship. When you document these ongoing conversations, it can help combat recency bias and inculcate objectivity.

3. An employee management software help spot potential bias

HR professionals at times feel uncomfortable using data to inform decision making. However, when it boils down to the very human problem of bias, analytics can come in handy. Furthermore, the accusation of prejudice can itself be accused of bias, in case you have no evidence to back that statement.

When you have employee performance review software, it can become so much easier to spot potential bias with the help of the data. For instance, if an employee receives negative feedback but you can still see that they are completing all their targets and contributing to the business goals. Or if the team leader didn’t conduct performance-related meetings. All of this can be extracted from the software and help battle recency bias.

Conclusion

Treat these tips as opportunities for identifying if some members at the organization need additional coaching and make sure to ensure employees that they can speak up and come to the HR professionals if they feel the review process is unfair.