| Figuring out how to fairly evaluate employee performance is tough in the best of times — and it’s even harder in the time of Covid-19. It’s critically important that managers don’t allow crisis-related biases to influence the performance review process. Start by defining concrete and measurable criteria before beginning your assessment. What are the key responsibilities of the role, and how can you measure them? Watch out for hidden preferences. For example, criteria like “going above and beyond” or “being visible” can unfairly favor employees who aren’t juggling family responsibilities right now. Next, ensure that everyone involved in making performance and compensation decisions is aligned and using the same standards. People across functions should be evaluated in similar ways, even if they have different managers. Finally, to ensure consistency, you and your fellow leaders should make a pact to monitor each other’s language when discussing performance. If you notice a peer misusing criteria or being ambiguous in their evaluation, ask them about it. And of course, encourage them to do the same for you. It's on leaders to hold each other accountable, point out each other's blindspots, and move your organization closer to its goal of being fair and equitable to all employees. |
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