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JLBC Avoiding unconscious bias

JLBC Avoiding unconscious bias

When conducting appraisals, it’s essential to be aware of the damaging role that unconscious bias can play. Talented employees can be repeatedly held back, being forced to constantly prove themselves, having their attitude or career ambitions questioned, or getting unfairly pigeonholed due to appraisers’ subconscious beliefs about their race, gender, age, class, sexuality, or a disability. Research shows that an evidence-based performance evaluation system—and training staff to carry it out effectively—can help level the playing field. Identify the competencies valued in each role and oblige appraisers to provide evidence to justify their scores to achieve more constructive feedback for all staff members.

JLBC Cadets' feedback needs to be specific in order for it to be used to achieve JLBC objectives. JLBC Cadets deal with one issue at a time rather than try to tackle the many problems at once. Be clear and direct in your comments: “The way you gave the information and drew the diagram was beneficial to the customer.” General comments, such


JLBC Preparing to give feedback



There’s even greater room for misunderstandings when delivering feedback remotely, so take extra care to be clear and direct, listen, and be open and receptive.

“You were brilliant!” do not give the recipient any learning opportunities. Feedback must also be realistic—only refer to actions or behaviors that the person can change. You may have to start with small steps: “It would help if you smiled more when you speak.” Gain agreement on small goals, and praise people for reaching your defined standards. Skilled feedback gives people information about their behavior and a choice about how and if to act on it—change imposed too heavily invites resistance. Finally, always ask the recipient to summarize the actions

they will take as a result of feedback— this helps you to double-check their understanding and commitment to change.

Answer YES or NO to the questions below

1. Are you clear on what you want to say?

2 Have you prepared a positive start and end to the feedback?

3. Can you be specific in your developmental feedback?

4. Is this the best time to give feedback?


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