Welcome to this unit focused on recognizing and addressing biases in feedback. Throughout this unit, you'll learn how biases can affect the quality of feedback, techniques to minimize these biases, and ways to ensure your feedback is understood clearly.

Bias can significantly impact the fairness and effectiveness of feedback. Common biases to watch out for include similarity bias, inconsistent criteria, and assumptions.

Similarity Bias: We often feel more comfortable giving feedback to people who are similar to us. For example, you might unconsciously give more detailed feedback to employees who share your educational background.

Inconsistent Criteria: Ensure you have clear expectations and criteria for all your direct reports. Ask yourself if you'd evaluate the same behavior differently depending on who exhibits it.

Assumptions: Avoid assumptions about what someone might want or care about. Don’t assume a parent wouldn't be interested in a role involving travel. Instead, provide the same opportunities to everyone.

Message Misinterpretation: The greater the differences between you and the other person, the higher the likelihood of misunderstandings.

To illustrate these points, here's a sample dialogue between a manager, Chris, and an employee, Jake.

• Chris: Jake, I noticed you're not taking on the new travel assignments. Is it because you have family commitments?
• Jake: Actually, I love traveling. I just didn't know those opportunities were open to everyone.
• Chris: Ah, I see. I should have communicated that better. How about we discuss the next available assignment and see if it fits your schedule?

In this conversation, Chris initially makes an assumption about Jake's preferences based on his family status, but quickly rectifies it by asking directly and clarifying.

Identifying and acknowledging these biases is the first step towards more equitable feedback.

By implementing specific strategies, you can reduce the impact of bias in your feedback. First, deliver consistent quality of feedback to all team members, ensuring that everyone receives equally thorough feedback, irrespective of similarities or differences.

Next, maintain consistent criteria by clearly defining what success looks like for each role and sticking to these standards for everyone to promote fairness.

Also, avoid assumptions about individual preferences or capabilities; engage in open, compassionate conversations rather than making assumptions. For instance, say, "Here's an opportunity I'm considering for the team. I'd love to hear your thoughts on it."

Finally, ensure understanding by asking your direct report to paraphrase what they've understood. For example, follow up with, "Can you explain what steps you'll take to manage deadlines better next time?"

In the previous dialogue, note how Chris avoids further assumptions and ensures Jake is aware of the opportunities available, promoting an open and inclusive environment.

Using these techniques will help keep feedback objective and constructive.

Effective feedback must not only be delivered well but also be clearly understood. Paraphrase and clarify by asking your team member to restate what they've understood. For example, after discussing missed deadlines, follow up with, "Can you tell me what you've understood from our conversation?"

Additionally, check for misinterpretations. If any part of your feedback seems unclear, correct it promptly. If they respond with something off-track like, "So, you're saying I'm not good enough?", clarify with, "What I meant is that we need to focus on refining your time management strategies to improve efficiency."

Confirming understanding will minimize miscommunication and ensure that your feedback is actionable.

By mastering these skills, you will foster a more inclusive and effective feedback environment, aiding in the growth and development of your team while minimizing the impact of inherent biases. Up next, you'll engage in a role-play session to practice identifying biases and delivering clear, unbiased feedback.