uncleflo
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3 Biases That Hijack Performance Reviews, and How to Address Them
Saved by uncleflo on June 22nd, 2018.
When we talk about bias, we often tie it to acts of discrimination or prejudice. But according to cognitive science, everybody, by virtue of having a brain that’s constantly seeking efficiency, is biased in some way — and not all biases make us actively malicious. The key is how we manage our biases. While biases can affect any of an organization’s talent decisions, they can be especially harmful when it comes to diversity and inclusion efforts. And there is perhaps no setting that shapes careers, salaries, and lives like annual performance evaluations. In a recent performance management summit we ran with over 100 large organizations, 57% of them said they weren’t taking any actions to address bias in performance reviews. One reason why may be a lack of shared language: In order to address biases, you first have to be able to label them. Research has found that several biases come up again and again when managers are evaluating a team member.
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