Gender Bias in Performance Reviews

Katie Williamson June 20, 2018

We talk a lot about compensation and how gender plays a role. It’s become even more evident that the gender pay gap is real, meaning that women often earn only 90% of what men earn with the same experience, or in many cases even less.

But before compensation discussions usually come performance reviews, and gender bias is creeping in here as well.

A recent study showed that women were 1.4 times more likely to receive critical feedback than men. The study goes on to say that in many instances there is a double standard for men and women:

In one review I read, the manager noted, “Heidi seems to shrink when she’s around others, and especially around clients, she needs to be more self-confident.” But a similar problem — confidence in working with clients — was given a positive spin when a man was struggling with it: “Jim needs to develop his natural ability to work with people.”

While the nuances of the language may seem insignificant, these small differences can affect employees in a major way when it comes to promotions and pay raises (someone who lacks self-confidence vs. a natural ability to work with people).

So how do you make sure biases aren’t coming into play in performance reviews?
Here are three easy suggestions for keeping your management in check.

Ask specific questions.

By removing the ambiguity of open-ended questions, you’re allowing less room for subjective answers. Provide multiple-choice opportunities that allow one to gauge the overall performance of an employee.
An example might be: “If Angela was given the opportunity to spearhead a new project, how confident would you feel in her ability to handle the task?”

Very confident: she requires little supervision and always exceeds expectations.
Confident: She excels at new projects with a little guidance.
Not confident: She would need lots of supervision and support.

By providing answers without the subjectivity of an open-ended response, you can evaluate all employees fairly.

Align feedback with goals.

Another finding from the study was that women are more likely to receive vague feedback about their performance than men.

For example, such feedback might be, “Stephanie, your replies to partners about client matters are often not on point” rather than “Stephanie, you have missed important opportunities to provide clear and concise information, such as X. I have some thoughts on how you could prevent that from happening again, such as Y.”

An easy solution to this is to align your feedback for employees with company goals and objectives. Instead of “You exceeded our expectations this year!”, talk about the how and why. “You exceeded our expectations this year by increasing your sales by 25%. In the future, we’d like to see you improve your retention rate by 10%”. By aligning company goals with your feedback, they will have actionable ways to improve in the future and measure their success.

Expand the review process.

Bring more people into the review process to get a 360-degree view of the employee. Have men and women from inside and outside the department assess their performance to eliminate the chance of gender bias. An example could be bringing in a CMO to review an account manager because they have previously worked together on a case study. Make sure you’re choosing reviewers who have worked with the employee enough to make accurate judgments. Also, keep in mind that this isn’t fool-proof. This should be used in conjunction with specific questions and goal alignment.

Gender bias creeps into many aspects of the workplace, but by using these three methods, you can eliminate the opportunity for them to affect your performance reviews.

Creating Development Plans That Work

Katie Williamson May 23, 2018

Professional development plans can make a huge difference when it comes to retention and engagement for your employees. If your company hasn’t invested time in creating plans for each of your employees, stop what you’re doing and make this a priority.

Here are our steps for creating and implementing a meaningful professional development plan for your employees.

Where Do You See Your Business Going in the Next Year?

It makes sense to start with this question because if your employees’ goals aren’t aligned with the business’s, it’s a recipe for disaster. Consider all the objectives you want to accomplish in the next year and how each department fits into these goals. Determine what skills, knowledge or competencies your employees need to obtain to support where your business is headed. By spending time on developing your current employees, you’ll save valuable resources on recruiting and onboarding.

What Do Your Employees Want?

The next step is to consider what your employees want. It’s important to remember that just because an employee is great at X project or skill doesn’t always mean they love working in that particular area. Take time to chat through areas they want to grow and improve and items they would rather not be working on. Providing an open space for vulnerability will go a long way. You may discover they have interest in an area you were looking to expand. This is a great opportunity to explore what that might look like.

What Do Your Employees Need?

Just as you ask them to explore their interests, also ask them to share resources or knowledge they might need to make this possible. Many people may be afraid to speak up (we’re talking about you, introverts) and discuss areas where they are feeling overworked or lack support. Think through how this aligns with your business goals and objectives. Additional training for existing employees may outweigh the costs of recruiting and hiring someone from the outside. Since they know your business well, they may be able to add more value than an outside hire.

How Do Their Desires Align With Your Business Objectives?

You know where you want to take your business. You know what your employees want and need. Now it’s time to put goals in place that satisfy both of these objectives. Of course, your customer service rep may want to learn graphic design, but it doesn’t make good business sense. You can’t always bend over backwards to satisfy these hopes and dreams, but you can listen and give good feedback, especially if you find your employees in need of some motivation. Set goals in place that will provide a development for your employees that make sense. Use SMART goals to make sure they are measurable and can be easily evaluated in their next review.

What It Takes to Be A Great Leader

Katie Williamson April 9, 2018

We are fortunate to have an amazing team here at PerkSpot. But, it’s not by accident. A great teams needs a great leader, and our executive team is no exception.

We decided to pick their brains to discover all the traits they think make up a great leader. Here’s what they had to say.

“Being a great leader means knowing that your own growth never stops and that you can learn just as much from your team as what you can teach them.”

Humility

What better place to start when discussing leadership than with humility? We’re not talking about the self-deprecating type of humility that never acknowledges accomplishments or speaks up. True humility, however, pushes your team to be the best they can be for the sake of the team and the business, not for selfish gain.

Leaders who exemplify this quality…

Aren’t afraid to get their hands dirty. There is no work too big or too small for them.
Acknowledge your value. “When I talk to a manager, I get the feeling that they are important. When I talk to a leader, I get the feeling that I am important.”
Acknowledge their mistakes. Nothing is more frustrating than having a boss who shifts blame and refuses to take responsibility for their errors. True leaders use their mistakes as opportunities to learn and grow, sharing these mistakes with their team as teachable moments for everyone involved.

“Great leaders always point the way to something bigger than ourselves.”

Vision

As CEO, it’s not surprising that Jace would focus on casting vision, arguably the most important thing a CEO can do! As the leader of PerkSpot, it’s of the utmost importance that Jace uses his leadership to lead us towards bigger and better goals, without getting caught up in the muck.

Here’s how great leaders cast vision:

They make the vision relevant. Take a moment to think about your team and the problems their facing. How does this vision or goal help them to solve problems and reach this goal? Make it relevant to their day-to-day.
They make the vision actionable. A great vision is nothing without a great plan to push it along. Vision-casting isn’t just a head-in-the-clouds, aspirational story. Great leaders know how to cast vision, while making it actionable for their teams by laying out a clear plan for getting there.
They make the vision personal. When dealing with a change or working toward a goal, most people will be thinking “what’s in it for me?”. Great leaders know how to address that question for each member of their team, dealing with the emotions they may be experiencing and answering doubts or fears that may arise.

“A great leader is similar to a great football coach- Surround yourself with quality players, develop the best game plan possible with their input, and most importantly enable your team to have the confidence and skills to achieve their goals.”

Team Players

As head of our sales team, it’s not surprising that Taylor would use a competitive analogy. Taylor knows that in order to get ahead and be successful, he needs each and every part of his team to work effectively. They share a common goal and work together to accomplish it.

So why is it important for leaders to be team players?

No man is an island. Going back to our first point, humility is of the utmost importance. Being a team player means that you’re working towards something together, not just individually. If you only focus on what your two hands can accomplish, that’s as far as you’ll ever get.
Each voice needs to be heard. Taylor mentioned building a game plan with everyone’s input. Building a great team means making decisions together. This breeds trust as you move forward toward achieving your goals.
Every member has their role. No team is made up of the same type of player. You have many personalities and responsibilities. While you may not treat each team member exactly the same, you should treat them all with the same respect. A team player, or better yet, a great coach, will do just that.

“A great leader should be a few things: A good listener, an effective communicator, and an awesome motivator. If you do those things well, the rest will fall into place.”

Mentorship

Justin listed three great qualities that can all be summed up in one word: Mentorship. Mentorship is a popular trend among many great leaders: Steve Jobs had Bill Campbell, Mark Zuckerberg had Steve Jobs, and Bill Gates was mentored by Warren Buffet.

Great mentors, and in turn, great leaders, follow these trends:

They listen well. Too often leaders treat their one-on-ones as an item on their to-do list versus a chance to deepen their relationship with their employees. Great mentors put the relationship first, asking great questions and even more importantly, listening to the answers!
They speak honestly. Great mentors are honest, not just with criticisms, but with praises as well. As Justin mentioned, they know how to communicate effectively to produce strong results from their employees.
They push harder. Motivating others is the most contagious quality of a great mentor and leader. Mentors push others to be the best version of themselves, beyond just company goals and metrics. They focus on character and quality of work.

HR’s Response to #MeToo

Katie Williamson October 25, 2017

In light of the recent Harvey Weinstein allegations, you may have noticed your social feeds filling up with #metoo. This hashtag movement is raising awareness of sexual harassment, and as usual, we’re left asking the question… what does this mean for HR? What is HR’s response to #MeToo?

HR's response to #metoo

It may not shock us to hear experiences of sexual harassment or abuse in Hollywood. However, if you saw #metoo appearing on your social network, it may have come as a surprise how prevalent sexual harassment is among our social circles and our workplaces.

Sexual harassment is not new to the workforce, nor is HR ignorant to its existence. However, just like any other workplace issue, the fight is continuous and constantly changing.

If you’re a human resources professional, here are a few questions you should be asking yourself about sexual harassment, and some hard truths we found based on a 2016 report from the U.S. Equal Employment Opportunity Commission.

How can we create an environment of trust, versus fear, in our workforces so our employees feel free, and safe, to come forward when facing harassment?

Hard Truth: A 2003 study reported 75% of employees who spoke out against workplace mistreatment faced some form of retaliation.

How can we redefine what sexual harassment means in 2017 and ensure our employees know their rights?

Hard Truth: One in four women (25%) reported experiencing “sexual harassment” in the workplace when the term was not defined. Whereas, when “sexual harassment” included example scenarios, the rate rose to 50%, and when defined as “unwanted sexual attention or sexual coercion” along with examples, the rate rose to 75%.

How can we educate employees on company policies and procedures in response to sexual harassment?

Hard Truth: 90% of workers who have experienced harassment never formally reported it.

How can we not just perform preventative measures, but instead foster a culture of respect and civility among employees?

Hard Truth: Both male and female employees who observed hostility directed toward their female coworkers, not even dealing with the harassment directly, were more likely to experience lower psychological well-being.

The workplace is ever-evolving and our policies and preventions for Sexual Harassment need to keep up. It’s vital to the life of our businesses, to the bottom line, and to our employees’ well-being.

How to Be Assertive (for Introverts)

Katie Williamson October 18, 2017

There are occasional advantages to being more outgoing at work. And while this post doesn’t assume that all extroverts are assertive and all introverts are not, it’s safe to say assertiveness does not often come natural to those of us who tend to keep to ourselves. In fact, research shows that 4 out of 5 introverts believe that having more extroverted traits would help them advance in the workplace.

Introverts, there is hope for you yet. It’s very possible to stay true to yourself and still assert yourself in the workplace. Here are a few pointers.

1. Listen and prepare.

One super strength of introverts is that they are more likely to listen first, then speak. Take advantage of this strength and prepare for your next meeting or project. Nothing will help your confidence levels like a well-researched plan, so take time (alone! yay!) to think through possible questions that might come up and rehearse your responses.

2. Be mindful.

Have to give a presentation but feel like puking? Take a moment to center yourself and release any doubts that are passing through your mind. Or, do a power pose in front of the mirror before you step into the conference room. Yes, we’re being completely serious. This can boost your confidence levels and give you a rush of adrenaline that you might need to conquer your next task or difficult conversation.

3. Explain your needs.

Whether you’re communicating with a coworker or your boss, learning to explain your needs can seriously impact the efficiency of your communication. Don’t expect them to read your mind. Clearly communicate which needs are not being met and how they can fulfill them. If you’re struggling to get to this step, make a list and think through possible scenarios before you meet with the person. Again, preparation is the key to confidence.

4. Use a communication method that works for you.

Some of us need to look the person in the eye when we’re dealing with a conflict. Others of us would prefer the written word. Whatever your style, just make sure you’re communicating clearly and appropriately. If you’re upset, write it out and wait before you hit SEND. Come back an hour later and revisit your draft. If you decide to meet in person, give the other party a heads up that you need to talk to them about something important. That will give them time to prepare and they’ll appreciate not being bombarded with a conflict.

5. Ask for advice when you need it.

Enjoying alone time doesn’t mean we should work like we’re on an island. This isn’t good for you or your team. Remember that you have resources all around you to tap into. Don’t be afraid to ask for help when you need it.

For more advice on assertiveness, here’s an awesome read.

Motivating the Unmotivated

Katie Williamson September 14, 2017

An article was posted a few days ago that posed the question: “Can You Teach Work Ethic?”. Whether you are a Talent Management Director, a Human Resources Manager, a CEO, or just starting out in your career, you’ve probably come across employees who lack that special something.

Call it work ethic, gumption, motivation, or engagement. There are plenty of words to describe that characteristic that makes good employees, well… good.

motivating unmotivated employees

So is it possible to instill work ethic in the unmotivated? Is it a question of engagement or is it intrinsic?

Here are a few ways you can motivate even the most unmotivated of employees:

Talk it Out

First things first, you might need to get to the root of the problem. There could be many reasons why an employee is not putting their best foot forward: personal reasons, boredom, unclear expectations, etc. Schedule time to chat with the employee and keep an open mind about what they may be experiencing. Maybe they need more work on their plate or maybe they need a vacation. Figure out what they need from you and see how you can make that happen.

Empower Them Through Goal-Setting

After your conversation, make a plan for you and your employee. Set goals that help your employee feel empowered, not micro-managed. You can do this by making the goals a discussion, not a demand. By empowering them to take ownership of these expectations, they are more likely to stay motivated to follow-through.

Give Them Freedom to Make Mistakes

A lot of employees don’t take initiative because they’re afraid of failure. When setting goals, make sure they’re aware that the expectation is not perfection, but completion. As they work to complete a project or achieve a goal, ask questions along the way that let them know you’re in it together. Mistakes are inevitable and while you don’t want to encourage sloppy work, it’s important to create a forgiving environment for employees to take chances and risk failure.

Rinse and Repeat

Keep in mind that engaging employees should be an ongoing process, not a once a year thing. Schedule a monthly touch-base. Walk around the block for five minutes to get out of the office and help your employee feel comfortable opening up about where they’re struggling. Take this opportunity to point out where they succeeded and where they could improve. For particularly troublesome employees, let them know your expectations for the future if they continue to fall short.

Keeping unmotivated employees engaged is not easy, but it’s essential to cultivating the work culture we all desire. Follow these steps and if you don’t see improvement, it may be an issue of poor culture fit or the wrong position. Again, ask questions to get to the root of the issue. In the end, you’re after what’s best for the company and for the employee and sticking around when they’re unhappy isn’t good for either.

Making a Difference for Diversity and Inclusion

Katie Williamson August 17, 2017

The news of Charlottesville has shaken most of us to our core. As a result, it can be easy to lose sight of the efforts we’ve made for diversity and inclusion.

The following stories do not take away from the effects of Charlottesville and the battle we must continue to fight. However, we think it’s important to also recognize the good. There are companies in the U.S. who are taking a stand and making a difference. They are creating a safe, fulfilling, and supportive environment for employees of underrepresented communities.

Here are companies making a difference for diversity in 2017. Oh, and best of all, they all happen to be PerkSpot clients.

Humana:

Leading the charge, Humana focuses on the well-being of their associates through the Executive Inclusion & Diversity Council, led by their President and CEO, Bruce Broussard, and various Network Resource Groups that provide business outreach and professional development. In turn, their goal is to make Humana associates passionate about I&D in order to better serve their communities and help them to achieve their best health.

“Humana serves millions of members, and each of them is unique … By reflecting that diversity in our associate population, we can meet our members where they are on their health journeys and better understand their needs. Our associates’ vast variety of backgrounds, perspectives and beliefs makes us a stronger, more nimble and more empathetic company.” – Bruce Broussard, CEO

Abbott:

Voted number 10 on DiversityInc’s Top 50 most diverse companies list, Abbott is leading the charge for diversity. Women and people of color make up almost 50% of their corporate board of directors. In fact, as a whole women make up an impressive 47% of management. With cross-cultural mentors and corporate diversity goals, diversity is a top priority for Abbott.

“Diversity is a strength, period. It takes diversity of gender, ethnicity, and background to drive the diversity of ideas that we need to succeed. We do business in more than 150 countries; to understand and serve a rich and varied world, a broad range of perspectives isn’t an option — it’s essential.” – Miles D. White, Chairman and CEO

AbbVie:

In 2017, AbbVie launched a new Diversity & Inclusion Committee, aimed at offering their employees “the tools, training and experiences they need to reach their potential.” AbbVie also created Employee Resource Groups (ERGs), that bring employees together who share a common interest while focusing on mentoring, networking, and professional development.

“Developing and bringing innovative, life-saving medicines to patients requires diverse thought and approaches. Bringing together experts from diverse backgrounds and thought is crucial to our ability to deliver today and into the future.” – Richard A. Gonzalez, Chairman and CEO

We are inundated with story after story on the news of tragedy and hate. However, we hope these stories will inspire you and your company to flip the script.

Is Your Office Culture Too Cliquish?

Katie Williamson August 10, 2017

You’ve heard it before: office friendships can make a big difference when it comes to employee happiness and engagement. But what happens when friendships turn into cliques?

On Ask a Manager, an HR blog/advice column, a reader writes about her experience with a former employee who didn’t seem to meet this manager’s understanding of a “culture fit”. The employee eventually left the department due to cultural problems and overall what she described as a very exclusive environment, including Snapchat silos, brewery trips, and inappropriate relationships. The manager blamed the employee’s lack of belonging on not being a good fit for the team, but it seemed that she was prioritizing social connections over professionalism and inclusivity. In fact, Ask a Manager posted an update just last week stating the manager had been fired for bullying (mocking the former employee on SnapChat) and not meeting the company code of conduct. Definitely a case of culture fit gone wrong.

We’ve explored this misunderstanding of “culture fit” before and came to the conclusion that HR should just remove those two words from their vocabulary. Too often and too easily we fall into the trap of hiring people who talk like us, think like us, and even dress like us. But what about diversity and inclusion? And how do we prevent “cliques” from happening… or should we?

Here’s what we’ve learned:

1. Friendships can, will, and should happen naturally. There was one thing this manager actually managed to do well and that was encourage friendships within the office. Embrace the natural connections that happen within the office as long as they are not occurring at the expense of other employees or crossing any lines.

2. Friendships are never mandatory. The biggest mistake this manager made was thinking that friendships were a necessary part of the office life. While friendliness is obligatory, friendship is not, and these are not the same thing. Some personalities prefer to come to work, do their job, and leave. Just like you wouldn’t force a friendship in other walks of life, don’t do it in the workplace.

3. Friendships, unfortunately, will exclude someone. We aren’t in third grade anymore where it’s mandatory to invite the entire class to attend your birthday party. Friendships, by nature, will exclude certain people. The important thing to note here is that you are considerate to those outside your circle by keeping inside jokes to a minimum and outside plans, well… outside. Your friendship can’t take priority over someone else’s feelings inside the workplace. Managers, pay attention to isolated employees. Make sure they’re choosing not to participate versus feeling excluded.

Are there other ways you can keep your culture from becoming “cliquey”?

Conquer the Sunday Night Blues

Katie Williamson August 3, 2017

sunday night blues

An awesome article in Fistful of Talent recently discussed the “Sunday Night Blues”. Well-written and well-researched, the author describes the misery many people experience before returning to work on Monday morning. He dives into why this might be true of the 76% of Americans who say their Sunday Night Blues are so bad they want to look for a new job.

While you can read the article for a more in-depth view of the “Sunday Night Blues” and their sweep across America, let’s discuss a few ways we can conquer the blues by providing employees with a better place to work in the first place.

Give Them Something to Look Forward To

Think about your team and the weekly activity they enjoy doing the most. Maybe it’s a meal you share together or a fun team building activity. Whatever it is, try moving it to Monday to engage your staff right from the get-go. Start incorporating a daily stand-up as part of your Monday routine to encourage your team by celebrating wins and highlighting star performers. Just make sure to save any constructive criticism for later in the week when morale is higher.

Take Advantage of Fridays

When the end of the week rolls around most of us check out for the weekend. But often that can make Monday even more painful. Ending your Fridays well and setting you and your team up for success is essential for a productive and pleasant start to your week. The Muse provides a helpful worksheet for ending your week by celebrating accomplishments and assigning tasks for the week ahead. Using this sheet can help you feel more successful and less overwhelmed on Monday morning.

Let Them Flex Their Schedule

One of the greatest benefits at PerkSpot is the ability to flex our schedules. This could mean working from home when it’s storming out or working later hours to catch up on some Zzzzs. Providing flexible schedule opportunities for employees can help improve productivity and has even made a difference in closing the gender pay gap. Telecommuting is becoming all the more popular, so it will not only satisfy your current employees but also help you stay competitive when recruiting new hires.

Lead by Example

Nothing is worse than walking into the office on Monday morning to hear your supervisor or coworker moan and complain. On the other hand, Gallup reports that “Positive leaders deliberately increase the flow of positive emotions within their organization,” and can lead to greater engagement and improved performance. If the leadership is not staying positive, it’s highly unlikely their employees will maintain a positive attitude.

Combat the “Sunday Night Blues” by providing a better workplace for our employees, starting with our own attitudes.

Horrible Bosses

Katie Williamson July 13, 2017

If you’ve been in the working world for some time, you’ve probably experienced the pains of a horrible boss. Poor listening skills, arrogance and just plain rudeness generally characterize these Michael Scott rivals. But whether this is a current reality for you or you are fortunate enough to have moved past that situation, there are many things we can learn from these horrible bosses.

The Micromanager

For some bosses, “control freak” doesn’t even begin to explain the horrors of their management style. If you’ve ever experienced micromanagement, you know that it can be frustrating and leave you wondering why they even hired you in the first place. The lack of trust and need for control isn’t doing anyone any favors. But if there is one thing we can learn from the micromanagers of the world, it’s attention to detail. While it may seem obnoxious in the moment, and definitely is not an approach we would condone, you can still find ways to benefit from this not-so-pleasant experience. Micromanagers often help us think through all the details that can take a report, spreadsheet, or article from good to great. You never know, attention to detail may be the key to landing that big client or getting your long sought after promotion.

The Constant Critic

Remember that famous line from Bambi? “If you can’t say something nice, don’t say anything at all!” Maybe you have experienced a manager who could have benefited from this piece of advice. Unfortunately, sometimes the easiest thing we can learn from bad bosses is what NOT to do. Regardless of whether you’re in management or not, we could all be better at encouraging others. Before you think about criticizing a coworker’s work, find something positive to say as well. While there are still benefits to constructive criticism, if the negatives tend to outweigh the positives, it might be time to reevaluate your approach.

The Bad Listener

There’s quite possibly nothing more disheartening, not to mention annoying, than a boss who simply doesn’t listen. But great bosses know the importance of listening, before speaking. Learning to listen is a skill that’s often overlooked. But, it can make a major difference in your professional and personal life. Michael Taft for the Huffington Post says “Learning to listen means learning to actually pay attention to — to concentrate on — what other people are saying. Listening to their words as if listening to a favorite song, with your mind focused on what they are saying and what it means.”

In a world full of social media distractions and iPhone obsessions, it is refreshing to be around someone who looks you in the eye and repeats back what you say. Take what you experience from having a boss that doesn’t listen and be more sympathetic and understanding, not just hearing but actually listening to what others are trying to tell you.

Have you ever had a horrible boss? What was your experience like? What did you learn? Tell us in the comments!