Now that the year is about to end, a lot of organizations have started their performance evaluations and workplan reviews. Know more:
not know how to effectively evaluate their team members because either they lack training, or even if they were trained well, they would still fall trap to performance evaluation biases.
With all of these changes, a manager will have to evaluate their team based on each team member’s overall contribution to its success. During the evaluation, the manager will have to take into consideration factors that are not listed in their team’s scorecard. But as they evaluate their team, they need to be aware and, as much as possible, they need to avoid evaluation biases if they want to keep their team motivated and engaged.
What helped her in that situation was a tracker of her milestones for the year and how that single incident only affected a small percentage of her scorecard. She highlighted what she had done in the beginning of the year and what she had been consistently doing which were beyond what was expected of her.
Similar to the primacy bias is confirmation bias. This is prevalent not only in performance reviews but also in your daily interpretation of what is happening around you. We tend to look for people who agree with us and avoid those who have a different view. Take, for example, social media where we tend to like and share what we think are important, and look for more information that will support our beliefs.
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