Avoiding Error and Bias in the Performance Appraisal
Overview
Performance appraisals can be challenging - even for an experienced supervisor. As human beings, every one of us is prone to perceptual biases. It is important to note that bias is common; existing in many supervisor-employee interactions. The performance review is subject to supervisor bias as it relies heavily on human judgement.
Goal
One of the goals for supervisors when entering into performance-focused conversations is to overcome bias. The first step in doing that is to recognize it for what it is: an attitude, subjective in nature, and often challenging to identify. A bias may be positive or negative.
Author Brene Brown explains, “It’s not a question of whether you have bias or not; it’s what biases do you have, and how many, and how bad, and how deep.”
Lead Self
Performance leadership requires self-awareness in terms of our assumptions, values, principles, strengths and limitations. A key aspect of developing self-awareness is to understand how our perceptions impact our sense of reality. Effective leaders continually challenge their assumptions through a process of inquiry and advocacy.
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