In order to measure the performance of my team fairly and effectively despite my personal biases, I would focus on establishing clear performance metrics and criteria that are objective and relevant to the job responsibilities. This includes setting measurable goals and key performance indicators for each employee, irrespective of personal feelings toward them. Regular performance reviews and feedback sessions would provide structured opportunities for assessment and ensure that each employee receives constructive criticism based on their output rather than personal interactions. To address the situation with the formal-dressing employee, I would also encourage open dialogue and foster a team culture that allows for feedback on behaviors that may impact the work environment, emphasizing professionalism and respect. By implementing a systematic and transparent evaluation process, I can maintain fairness in my supervisory role while upholding the positive relationships I value with the rest of the team.
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Suppose you were recently promoted to a supervisory job in a company where you have worked for years. You genuinely like almost all your co-workers who now report to you. The only exception is one employee, who dresses more formally than the others and frequently tells jokes that embarrass you and the other workers. Given your preexisting feelings for the employees, as genuinely liking all of them, how can you measure their performance fairly and effectively?
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