What do you do if your feedback and evaluation processes in HR lack fairness and impartiality?

Fairness as well as equality can be subjective if there are no objective criteria established. Thus, first thing to do is create criteria and make employees aware of them.

What would you do if your feedback process and evaluation in HR lacks fairness and impartiality? Its important to understand and realise that lack of fairness and impartiality may favour the recipient but will never give the best result. For any organization the best result should matters above anything else otherwise organization would suffer as they woud have the preferred person with such feedback but would lose the best one. I would say promoting and Valuing integrity is very important in HR decisions and actions. This should be informed and practiced across the organisation.

Implement a standardized evaluation criteria while ensuring continuous monitoring and adjustments for objective and equitable assessments across board.

O uso da palavra “justo” é muito potente dentro do processo de feedback, pois ser justo não é ser igualitário. Em feedback é necessário trabalhar a singularidade de cada pessoa de forma individual, pois só assim é possível ser justo, bem como em cada feedback buscar trazer dados e fatos e evitar julgamentos. Ser justo é tratar de maneira assertiva as situações a serem reconhecidas e as situações a serem corrigidas. É necessário preparo e habilidade para a realização.

Agree. Staying flexible to use multiple channels makes the feedback progress engaging. In any case, there is no straight jacket formula that fits all. care should be taken, however, that the staff member have their comfort level and confidence in the process followed.

The most important when giving feedback is timing and situation. While positive feedback is always given right at the moment, negative feedback cannot be given if you are not 1-1 with employee. However, if you give feedback to the employee when they have already forgotten the situation, it doesn't make sense. Thus, it is crucial to link feedback to specific situation when employee has shown the behavior that needs to be improved.

Begin with a comprehensive review to pinpoint deficiencies. Engaging with employees and managers to understand their experiences can reveal areas needing improvement. Adopting clear, objective criteria for evaluations, coupled with training for evaluators on avoiding biases, is essential. Incorporating feedback from multiple sources and using anonymous surveys can enhance objectivity. Regularly revising the evaluation mechanisms, providing avenues for appeals, and embracing a culture of continuous feedback will help ensure the system's fairness. Ensuring transparency and accountability are critical steps toward maintaining an equitable evaluation process, and building trust across the organization.