Was tun Sie, wenn es Ihnen an Fairness und Objektivität mangelt?

A primeira coisa a ser feita é combinar a regra do jogo. Se isso for bem estabelecido de início e se seu gestor estiver preparado/capacitado para avaliá-lo, o processo deverá ocorrer com naturalidade. Assim sendo, aproveite os feedbacks para crescer pessoal e profissionalmente. Não esqueça de pontuar ao seu gestor aspectos que ele poderia melhorar no seu dia a dia, ou seja, sua liderança, sempre com o devido cuidado para não ferir suscetibilidades.

Desempeño. No es sobre su persona ni su valor, es sobre sus resultados. Si hay criterios diferentes a los resultados, el desempeño es solo una opinión. Aprenda del proceso. No se haga la víctima. Identifique competencias a mejorar, elabore planes de trabajo en función de los objetivos y realice una ejecución premium. Monitoree y controle sus actividades y resultados parciales. Consecuencias. Pregunte las consecuencias de la evaluación obtenida y sepa si hay algo que debe hacer al respecto. Objetivos SMART. Pida que le asignen sus próximos objetivos con características SMART, elabore un plan para lograr cada objetivo y solicite aprobación de cada plan y de los recursos necesarios.

Before jumping to conclusions, it's vital to understand the specific criteria and metrics used in your healthcare performance evaluations. This means knowing what factors are being evaluated, how they are measured, and what benchmarks are being used. For example, if your evaluation includes patient satisfaction scores, you'd want to know how those scores are collected and how they contribute to your overall evaluation.

Once you understand the criteria, gather evidence to support your concerns about fairness and objectivity. This could include data from your own performance, feedback from colleagues or patients, and any documentation related to the evaluation process. For instance, if you feel that certain aspects of your performance were not accurately reflected in the evaluation, gather evidence such as patient testimonials or performance metrics to back up your claims.

As evidências são fundamentais e denotam que você se preparou para a reunião de forma objetiva. Claro que isso dá trabalho, pois você devera anotar todas as situações que impactaram sua performance ao longo do ano. Na verdade isso documenta seu desempenho e também favorece a avaliação do seu superior hierárquico. Por outro lado, contribui para levar a conversa para algo real e minimiza vieses inconscientes e, muitas vezes, inconsequentes que minam a confiança entre as partes.

Normalmente, os "players" de um processo de avaliação de desempenho são o avaliador e o avaliado. Compete a ambos terem uma comunicação eficaz e assertiva para que a tarefa seja bem concluída. Cabe ao avaliado levar as principais situações que nortearam seu trabalho ao longo de um determinado período e, se for o caso, buscar esclarecimentos junto a sua liderança, quando alguma questão não ficar bem resolvida. O gestor deverá focar nos aspectos de melhorias, os ditos pontos fracos, sem esquecer dos pontos positivos do colaborador/processo.

Approach the situation with a focus on open and effective communication. This means expressing your concerns clearly and professionally to the relevant parties, such as your supervisor or HR department. Provide specific examples and evidence to support your points. For example, you could schedule a meeting with your supervisor to discuss your evaluation, presenting your evidence and discussing areas where you believe the evaluation may have been unfair or biased.

Express your concerns clearly, provide specific examples, listen actively to the other party's perspective, seek collaborative solutions, follow up in writing, and seek support from human resources if needed. By communicating effectively and advocating for fairness, you can contribute to a more transparent and equitable evaluation process.

Work collaboratively with the appropriate channels to seek resolution to your concerns. This could involve working with HR to review the evaluation process, requesting a reevaluation with a different evaluator, or participating in mediation or conflict resolution sessions. The goal is to find a fair and equitable resolution to the issue. For instance, if after discussing your concerns with HR, they agree that there were inconsistencies in the evaluation process, they may initiate a reevaluation or provide additional training to ensure future evaluations are fair and objective.

Seeking resolution involves collaboratively discussing potential solutions, proposing constructive suggestions, and agreeing on actionable steps to address the concerns raised. This may include revising evaluation criteria, providing additional training on fair assessment practices, or implementing a review process for performance feedback. By engaging in open dialogue and working together to find solutions, parties can contribute to improving the fairness and objectivity of the evaluation process.

You would first speak to your supervisor listen evaluate yourself objectively. The appeal it your manager. It should never be personal, it is about results and fairness personalities should be placed to the side. If the second meeting does not help go higher wil your documentation. If that does not work then look for another place you fit inside the company or a different company.

Will communicate effectively to my reporting boss and concerned person in HR with supporting data of my achievements, market trend and peer increment to seek resolution. In case no resolution then will escalate to higher authorities so that I can put forward my point of view before taking any decision. Intention will be to seek resolution and continue with the organisation else we know what to do next.