Bias is a natural part of being human but can harm workplace decisions. Leaders should rely on data and diverse perspectives instead of personal assumptions. These four strategies can help you recognize and reduce bias.
Last Updated: November 26, 2024
In this article:
Overview
Humans are inherently prone to bias- it's how our brains create mental shortcuts to process the world more efficiently. Despite efforts to be fair, these ingrained patterns often lead to inaccurate conclusions.
For example, if a top-performing employee is late to a meeting, you might attribute it to something beyond their control, like unexpected traffic. But if a mediocre performer is late, you're more likely to assume poor time management. These snap judgments are shaped by past experiences and happen subconsciously.
Ways to Reduce Bias in Performance Evaluations
Bias is a natural part of being human but can harm workplace decisions. Leaders should rely on data and diverse perspectives instead of personal assumptions.
These four strategies can help you recognize and reduce bias.
Practice Self-Awareness
Acknowledge that you are biologically incapable of being completely objective. This admission makes you more open to recognizing biases when they arise and being more mindful of your thoughts and actions.
Frequent Interactions with Employees
Frequent interactions with employees are essential. Relying solely on annual or semi-annual reviews can lead to recency bias and an incomplete view of performance.
Regular 1-on-1 meetings, i.e. weekly, monthly, etc. foster trust, ensure alignment, and provide consistent updates on goals, challenges, and achievements. This approach combats recency bias and brings greater objectivity to performance evaluations.
Objective Perceptions
Base your perception of employee performance on current, objective observations rather than preconceived opinions.
While you may already have impressions i.e. lazy, productive, collaborative, etc. remember that people evolve, and your views should evolve with them.
Regularly review goal progress, gather feedback from team members, and consider the employee’s development since your last 1-on-1. Tools like the Employee Snapshot can provide a quick and effective check-in on performance.
Listen to Other Voices
Seek input from others. As a manager, you may not interact with employees as often as your coworkers or customers. Their feedback offers valuable context and helps counteract biases like the Halo Effect or similarity bias.
While these steps won’t eliminate bias entirely, they can minimize its negative impact. Building a workplace rooted in trust and respect requires actively addressing biases and evaluating employee performance with an open mind.