Dear Deepika Tomar, Your question is "How will we make sure managers are not biased towards their team when they are rewarding?" The replies are as below:
a) To avoid bias, create a robust policy on Rewards and Recognition. A format of the citation for the junior should be provided in the policy.
b) The policy should clearly specify the attributes on which the reward or recognition will be based.
c) The citation should specify the actual achievement in numbers. It should not mention personal qualities like "hard worker," "dedicated," "sincere," "a good team worker," or "an asset to the organization," etc.
d) The citation forwarded by the HOD should be evaluated by the committee. The decision should not be made by one person alone.
e) The policy on reward and recognition should consider the contributions of the supporting departments as well. If rewards are consistently given to employees from a particular department, it may demotivate employees from the supporting departments, leading to feelings of self-denial. They may perceive their role in the company as merely applauding others without receiving recognition themselves.
f) The selection criteria should be comprehensive but not permanent. If an employee has engaged in misconduct and received a punishment, their eligibility for the reward and recognition program should be suspended for a limited period rather than permanently.
g) Taking earned leave should not disqualify an employee from being considered for a reward or recognition.
Thanks,
Dinesh Divekar