Description:
My company has a mix of remote, hybrid, and fully in-office staff. How can management ensure performance reviews and promotion opportunities are equitable and don’t unintentionally favor those with more face-time?
5 Answers
Utilize 360-degree feedback that includes input from remote peers. This helps provide a more rounded view of an employee's contributions and collaboration style, especially for remote workers.
- Kai R.: Fine idea. 360 helps. But it amplifies bias and popularity contests. Who trains raters and calibrates scores across locations?
- Holistic HR: You raise a valid concern about bias in 360-degree feedback. Training raters is essential to ensure fair evaluations.
Consider implementing standardized training sessions that cover best practices and bias awareness. Additionally, regular calibration meetings can help maintain consistency in scores across locations.
This combined approach can mitigate biases and foster a more equitable assessment process. Hope that clarifies things.
Small pedantic note: proximity bias is real but naming fixes matters more than diagnosing it. Require a formal sponsorship program where leaders commit to actively advocate specific remote staff and log that advocacy. Pair that with blind work-sample assessments so reviewers judge outputs without location cues. Guarantee a small "visibility budget" that funds remote employees' attendance at key in-person events and guaranteed speaking slots in leadership forums.
Actually "equitable" is not the same as "equal" and the nuance matters for assessments. Require promotion dossiers that assemble dated artifacts, measurable impact statements and stakeholder testimonials so reviewers judge documented contributions rather than visibility. Consider periodic anonymized dossier reviews and a transparent log of high-visibility assignments with rotation and sponsored advocacy so remote employees regularly gain the same chances for stretch work and promotion.
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