We all know it. Employees tend not to change the status quo, even if facts demonstrate a need for change. We have a natural tendency to think that the way "things have always be done" is the best. How can you fight against this? By persistent communication.
3. Evaluation-related biases
Employees usually hate performance evaluations and often they have a good reason. Managers tend to evaluate only what they remember from the recent past. An employee who has just had a busy month with many failures is therefore at a significant disadvantage. Do you lead your managers to evaluate employees from a long-term perspective?
4. Group-related biases
Individual teams or even whole departments are often divided into "we and them", and of course "we" are better. What can you do about this? Choose building relationships and a company-wide culture.
5. Subordinates-related biases
We all tend to disregard information with which we disagree. On the contrary, we notice the information we believe in more. This can be dangerous, especially for managers who only tend to see the good in their employees. This is another good reason HR should provide them with as objective data as possible on employee performance.
-Kk-
Article source Human Capital League - online community for workplace management professionals