When we talk about bias, we often tie it to acts of discrimination or prejudice. But according to cognitive science, everybody, by virtue of having a brain that’s constantly seeking efficiency, is biased in some way — and not all biases make us actively malicious.
The key is how we manage our biases.
While biases can affect any of an organization’s talent decisions, they can be especially harmful when it comes to diversity and inclusion efforts. And there is perhaps no setting that shapes careers, salaries, and lives like annual performance evaluations.
Research has found that several biases come up again and again when managers are evaluating a team member.
Here are three of them, what they’re all about, and how to address each one.
Author: Beth Jones
Source: “Harvard Business Review”
Subjects: Human Resources, Management, Organizational Behavior, Personal Development
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