Here's how you can ensure fair performance evaluations by overcoming biases in contract negotiations.

Assim como devemos fazer em todo projeto, analogamente, para os contratos, podemos definir os "requisitos mínimos de qualidade". Trata-se de um alinhamento inicial junto aos stakeholders, ainda na fase de concepção do contrato, onde define-se o que é mais relevante e os critérios que serão avaliados como métrica para saber se os resultados entregues foram ou não satisfatórios. Tendo métricas claras e mensuráveis, podemos minimizar ou até mesmo eliminar determinados viés sobre o que é bom e o que não é, afinal, se não temos critérios claros, fica intuitivo. O que é aceitável e está bom para mim, pode não estar pra você. Com os requisitos de qualidade bem descritos, ao final, fica bem mais fácil do parecer sobre o desempenho ser justo.

The first step in ensuring fair performance evaluations is to recognize and acknowledge the existence of biases. Understand that biases can stem from personal preferences, stereotypes, or past experiences. Training yourself and your team to identify these biases is crucial. For instance, be aware of tendencies to favor employees who share similar backgrounds or viewpoints. Recognizing these biases allows you to take steps to mitigate them, leading to more objective and fair evaluations.

Establish clear, specific criteria for performance evaluations to ensure consistency and fairness. Define the key performance indicators (KPIs) and competencies required for each role. For example, set measurable goals such as sales targets, project completion rates, or customer satisfaction scores. Ensure that these criteria are communicated to all employees so they understand how their performance will be assessed. Having well-defined criteria helps reduce subjective judgments and promotes transparency in evaluations.

Rely on objective data to inform your performance evaluations. Collect and analyze quantitative metrics related to job performance, such as productivity rates, quality of work, and achievement of targets. Use performance management software to track and visualize this data over time. For instance, compare an employee's sales figures against the goals set at the beginning of the period. Data-driven evaluations minimize the influence of personal biases and provide a factual basis for performance reviews.

Incorporate feedback from multiple sources to get a well-rounded view of an employee's performance. Use 360-degree feedback, which includes input from peers, subordinates, and supervisors. This approach helps to counteract individual biases by providing diverse perspectives. For example, an employee who may be viewed negatively by one supervisor might be seen as highly effective by peers and subordinates. Gathering feedback from various stakeholders ensures a more balanced evaluation.