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Action Step – Feedback: Key to Performance, Engagement & Inclusion

The Alliance’s Action Steps are designed to assist organizations with implementing practical strategies and policies related to diversity and flexibility. Members can access full versions of all of the Alliance’s Action Steps in the Member Resource Center.

Delivering effective feedback is critical to developing and enhancing employee performance and engagement. Most organizations and leaders know and understand the importance of feedback. The vast majority of organizations have an annual performance evaluation process, where employees receive feedback on their areas of strength and development over the year. While annual performance evaluations are necessary, feedback needs to be given much more regularly – even daily. According to research, employees who receive daily feedback are 3x more likely to be engaged than those who receive feedback once a year or less.

However, unconscious bias can negatively impact our ability to provide fair, objective feedback. Common bias patterns that impact feedback may include:

  • Confirmation bias – looking for information to confirm pre-existing opinions about someone’s abilities;
  • Recency Bias – overemphasizing someone’s most recent mistake and ignoring their overall track record……

Members: continue reading this Action Step in the Member Resource Center

To read this entire Action Step become a member of the Diversity & Flexibility Alliance. To learn more contact Manar Morales.

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Action Step – Engaging Affinity Group Leaders

The Alliance’s Action Steps are designed to assist organizations with implementing practical strategies and policies related to diversity and flexibility. Members can access full versions of all of the Alliance’s Action Steps in the Member Resource Center.

Many organizations are creating and revitalizing their affinity groups, also known as Employee Resource Groups (ERGs), to foster connections, build community, and provide career development opportunities.  Further, affinity group and ERG leaders can serve as advocates as they gain insights from their members about what’s working and what needs to be fixed.  To be successful, affinity groups/ERGs need engaged leaders.  Organizations can provide affinity group/ERG leaders with the right support and resources to foster engagement in the following ways:

  1. Clarify Purpose & Broader Goals:  To truly engage affinity group leaders, organizations should begin by sharing their broad business objectives and DE&I goals. Affinity group leaders need to understand what the organization is trying to achieve in the short- and long-term. Next, affinity groups need to come up with their strategic vision that amplifies the core mission of the affinity group. Through this collaborative and strategic approach, organizations can cultivate an environment that supports the growth and success of its affinity groups…

Members: continue reading this Action Step in the Member Resource Center

To read this entire Action Step become a member of the Diversity & Flexibility Alliance. To learn more contact Manar Morales.