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In an earlier article, it was discussed about nine biases that unintentionally take place while evaluating the performance of employees in an organization. In this article, let us look at the actionable strategies to overcome them, supported by examples and insights from research. Let us delve into solutions for each.
1. Encourage Ongoing Feedback
This relates to the Recency Effect. It is a common bias where managers disproportionately weigh an employee’s recent performance over their overall contributions. One effective strategy to mitigate this is to encourage ongoing feedback and documentation throughout the year, not just during formal annual appraisals.
For instance, consider Praneetha, a dedicated employee who faced a challenging start to the year but made significant improvements later. By maintaining detailed records of her progress and providing feedback at regular intervals, her manager was able to provide a balanced evaluation, acknowledging both her early struggles and subsequent achievements.
Research supports this approach. A study by Deloitte found that companies that implement regular check-ins between managers and employees saw a 14.9% lower turnover rate.
2. Use Competency Based Feedback
This is about the Halo Effect. It occurs when an employee’s specific attribute influences his/her overall assessment. Combatting…
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