Tell me something I don't know:
... if a manager has decided an employee is a poor performer, objective evidence that an error is not the employee's fault doesn't matter.
I have a theory about this.
Too often, managers believe someone is a poor performer simply because they don't like that person.
The personal bias is built-in. It won't be easily shifted. How many times does the word "like" get substituted for words like "rate," "respect" or even "appreciate"?
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