One goal of effective performance management (PM) is to provide objective and fair performance feedback. And while organizations seek to achieve this goal, PM is imperfect and subject to bias. This article offers ideas for mitigating performance management bias. It starts with the premise that while organizations often rely on bias training to help managers …
Artificial intelligence and analytics continue to permeate most areas of HR, ranging from recruiting to compensation. In fact, a few reports suggest that over 250 different commercial AI-based HR tools exist today. And while these tools are incredibly powerful and produce many benefits (e.g., reduce time in screening many applicants during the selection process), they …
Organizations are increasingly exploring opportunities to use artificial intelligence (AI) to manage talent more effectively, fairly, and efficiently. However, the use of AI in Human Resources (HR) has come under scrutiny because of multiple concerns, such as data privacy and bias. Further, since over 250 different commercial AI-based HR tools exist, this landscape can be challenging to …
Organizations continue to prioritize diversity initiatives, such as hiring more diverse candidates. But as noted in this Gartner paper, increasing the number of diversity hires in a firm requires more than sourcing from a diverse talent pool. It also demands they remove hidden barriers that restrict candidates from underrepresented talent groups from completing the hiring process. This …
As firms refine and implement their return-to-office plans, much focus has been on providing workers with guidance on splitting their time between remote work and in-person work (e.g., two days offsite, three days onsite). This article highlights another consideration related to remote work and hybrid work: proximity bias. Proximity bias (PB) is an incorrect assumption that workers in …
Firms consider various factors as they decide about hybrid and remote work. And to critically evaluate the pros and cons of these work arrangements, leaders sometimes need to challenge widely held beliefs about hybrid work. This article challenges four common beliefs about hybrid work. 1) Productivity will drop if teams are not co-located. 2) Culture will suffer without the …
A primary role of a board of directors is to oversee aspects of a firm’s talent management and culture. However, effective boards also evaluate themselves against these criteria regarding their group dynamics and how they determine which topics get discussed, which get ignored, who gets listened to, who is dismissed, and why. This 15-page report …
One goal of effective performance management (PM) is to provide objective and fair performance feedback. And while managers seek to achieve this goal, PM is imperfect and subject to bias. In this one-hour webinar, Angela Lane and Marc Effron offer various tactics for reducing PM bias. One tactic is to use process design as a …
Before the pandemic, many organizations had made adjustments to their performance management (PM) approaches to reflect new workplace dynamics. Despite these improvements, the pandemic has generated new opportunities to reimagine PM once again. And as firms optimize their PM while eliminating unnecessary complexity (or enabling simplicity), this article identifies one opportunity for doing so: eliminating self-reviews. It …
Last week I made a post on performance management bias (PMB) and how it is a topic of interest to many organizations that seek to achieve more fair and objective performance management (PM). Although PMB was an issue before the COVID-19 pandemic, the crisis is likely to exacerbate PMB due to shifts in ways of working, changes …
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