When is the last time you have received or provided a performance review? How did it go? An ongoing problem that has been exacerbated by the increase in virtual relationships, continues to be the inherent biases that impact objectivity, employee engagement, and productivity. In this week’s episode of ICommunicate, Mark discusses why it’s okay to ditch performance reviews, how to avoid the biases that get in the way of assessing ongoing performance, and solutions to put in place to put everyone on a level playing field.

Segment 1:

Whether we admit it or not, we hold subconscious biases towards people over certain character traits or behaviors. What should our priorities be when conducting a performance review? How do those priorities and biases get in the way of our ability to objectively evaluate a person?

Segment 2:

Providing effective feedback when doing performance evaluations can be skewed by biases. How can we not only identify our biases, but replace them with effective habits and behaviors?

Segment 3:

Our behaviors and the events out of our control have a larger role in our biases than many of us are willing to admit, which often lead us to over or under compensate during an evaluation. How often should we be meeting with our team for reviews? How can we create an open-ended work environment through performance reviews?

Segment 4:

Gaining the mindfulness to identify biases that may be affecting the way we evaluate members of our teams is much easier said than done. How can we create more opportunities for open communication? What kind of subconscious biases do we have about our employees?