Diversity. Equity. Inclusion.
Three words that have thankfully received more attention recently and three words all Human Resource Professionals must ensure are included when evaluating the fairness and efficacy of their performance management programs.
Research has shown that as much as 60% of a manager’s performance rating of an employee is a reflection of the individual manager, NOT the employee being rated. Enter the Idiosyncratic Rater Effect.
When performance ratings weigh heavily in compensation decisions, promotions, bonuses, and overall career growth, a lot is at stake. If these decisions are being made with biased data, how can anyone trust they are being evaluated and/or compensated in a fair and equal manner?
In this session, attendees will learn how to create a consistent and equitable performance management program by following a step by step performance review process that reduces rater bias and increases accuracy and fairness.
Focus for Human Resource Professionals will include not only equitable performance review process steps, but also specific events, feedback types, and data that should be gathered throughout the year to increase the data needed to fairly evaluate employees.
Focus for Managers will include concepts around comparing trends over time, researching and gathering multi-source feedback, and coaching techniques that help increase the employee’s chance for success and decrease the manager’s chance for rating unfairly.
Specific attention will be paid to calibration techniques using the Performance-Values Matrix. Bonus material will be introduced covering fair processes for Leadership Succession decisions.
Attendees will be provided with access to free resources and templates to help them put into practice best practices learned in the session.
Attendees will leave the session with new ideas on ways to improve their current performance management process.
- How to create a consistent and equitable performance management program by following a step by step performance review process.
- What is the Performance-Values Matrix and how to use it to calibrate performance reviews to reduce rater bias.
- How to then leverage this more accurate people data to make strategic HR decisions including identifying leadership succession candidates.