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1 in 4 employees say supervisor bias negatively affects their performance review

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Summary

A survey from Syndio revealed that 25% of full-time employees reported that their performance reviews were negatively impacted due to their supervisor's personal biases. Minority groups were more likely to report such an impact, with Asian and LGBTQ+ employees being the most affected. 43% of non-management employees reported that their organization lacks transparency in promotion decisions, and 36% of management and leadership roles agreed. 60% of companies still use an annual performance review process, while 38% use more frequent reviews of two or more times per year. The survey also found that two-thirds of employees felt uncomfortable expressing interest in advancement due to fear of bias or unfair treatment. HR professionals suggest creating a culture of consistent feedback and empowering employees to speak up to foster psychological safety during reviews.

Q&As

What percentage of full-time workers reported that their performance reviews were negatively affected by their supervisor’s personal biases?
25%

Which minority groups reported the highest likelihood of negative influence on their performance reviews?
Asian and LGBTQ+ employees

How many companies used a status quo annual performance review process?
60%

How can creating a culture of consistent feedback help foster psychological safety during performance reviews?
Creating a culture of consistent feedback can help foster psychological safety during reviews by empowering employees to speak up and have regular conversations with their managers about expectations, deliverables and strategies.

What methods are suggested to better capture employees’ strengths, capabilities, preferences and areas of engagement?
Methods suggested to better capture employees’ strengths, capabilities, preferences and areas of engagement include more frequent check-ins and regular conversations between workers and managers.

AI Comments

👍 This article provides a comprehensive overview of the effects of supervisor bias on performance reviews, and suggests great solutions to creating a culture of consistent feedback and empowering employees to speak up.

👎 This article fails to address the root causes of supervisor bias, which is a crucial part of the conversation.

AI Discussion

Me: It's about how 1 in 4 employees say their performance reviews are affected by supervisor bias. Asian and LGBTQ+ employees reported the highest likelihood of negative effects. It's a really interesting read.

Friend: Wow, that's really concerning. It's sad that bias still plays such a role in the workplace.

Me: Yes, it is. It's important to create a culture of feedback that includes frequent check-ins and emphasizes psychological safety. That way, employees can feel more comfortable speaking up about their experiences and concerns without fear of negative repercussions.

Action items

Implement regular feedback cycles to ensure that employees are receiving consistent and timely feedback on their performance.
Create a culture of psychological safety by empowering employees to speak up and share their experiences and constructive feedback.
Train supervisors on how to recognize and address bias in performance reviews to ensure fairness and equity.

Technical terms

Performance review: A formal assessment of an employee's job performance, typically conducted by a supervisor or manager.
Bias: Prejudice in favor of or against one thing, person, or group compared with another, usually in a way considered to be unfair.
Transparency: The quality of being open and honest in communication.
Promotion: The act of advancing someone to a higher position or rank in an organization.
Psychological safety: A shared belief held by members of a team that the team is safe for interpersonal risk-taking.
Retention: The act of keeping or holding something.