How to avoid unconscious bias in performance reviews
Performance reviews are an essential people enablement process that gives employees a chance to understand where they shine and where they need help. Unconscious bias in performance reviews can harm employees and make it harder for them to advance in their careers and feel fulfilled at work. What’s more, unconscious bias is extremely harmful to your company culture and your business. This playbook will show you how to understand and avoid unconscious bias at work.
Unconscious bias can have a significant impact in the workplace and it can be a hard topic to approach. Being seen as biased isn’t easy to digest for many employees who might feel like they are doing their best, especially if they’re part of dominant groups (e.g., from a racial, gender identity, or sexual orientation perspective).
People Ops leaders need to take this conversation seriously so that you can have productive discussions with staff members. According to Catharine Montgomery.
There are several different types of unconscious bias that might impact performance reviews. Let’s dive deeper into a few forms of unconscious bias employees might face while being evaluated in their performance appraisal.
People resonate with people that look like them. This bias can be damaging in a performance review because you might be less likely to empathize with colleagues who look or think differently than you do.
