As more companies move to a hybrid work model, it is challenging the annual performance evaluation process. Hybrid work creates a potential disconnect between managers and remote employees, because a manager cannot see all the day-to-day work that remote employees do. There can be a proximity bias, unknowingly favoring in-office employees in evaluations, simply because they are more visible. This may cause some remote employees to distrust the annual evaluation process.
Implementing truly equitable evaluations requires intentional planning, where both managers and employees identify critical behaviors that impact business outcomes and provide feedback from multiple data sources.
Equitable evaluations focus on outcomes, increase visibility for all levels, link behavior to results, and enable all levels to participate. In the hybrid work model, equitable evaluations focus on what work is done, rather than where it is done. This promotes equity between remote employees and in-office employees. Enabling input from all levels in the evaluation process reduces bias, produces more equitable evaluations, builds trust, increases engagement, and improves retention.
In this session we will share:
- The robust business case for equitable evaluation
- How to remove bias in performance evaluations
- The framework for providing equitable evaluations that can work for all teams styles: hybrid, global, and nested
- A case study for implementing equitable evaluations