Process & Criteria For Star Performer Of The Month - How To Avoid Manager's Biases ? - CiteHR
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Dear All,

Can anyone suggest me on Rewards and Recognition Program.

We are a ecommerce company (Brand Merchandising company and Online stores). We have employees in different fields, like Sales, Supply Chain Management (Operations), Business Development, IT, HR and Finance.

Kindly suggest me, what are the criteria used for identifying the star performer of the month in each department?
- How to avoid manager's bias while finding out the star performer.
- Is there any form or format used to find out the best performer?


Kindly suggest.


Regards,
Indhu

Greetings,

In addition to the contribution made by Peer Mohamed Sardhar, here are my suggestions to identify the biases.
  • The star performer award may be finalized on the best performer by the scorecard.
  • Ensure each team member can explain the performance metrics, by which they are being measured.
  • Manage transparency to avoid every dissonance later
  • Identify the best performer and the one who improves the most. This would keep everyone motivated.
  • Maintain open-door and two way communication to keep your listening systems active. Feedback on the process is the best way to develop it.
  • Identify the grey areas such as work allocation, record keeping, mentoring and other contributing factors to the award. Watch out for a pattern repeating in the nominations. You will be able to identify the thought process of the manager if you observe this for a while.
  • Review the low performers and options provided to them to improve.
  • Arrange for shadowing, presentations and other activities by the best performers. This would groom them for higher level roles and identify tardiness, if any.

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