A little friendly rivalry can boost employee performance. But if you don't handle contests carefully, they can backfire. Whether on a sales team or anywhere else in an organization, reward programs and contests are supposed to motivate each member of a team to perform at the top of his or her game.But I’ve seen situations—even in large, sophisticated companies—where the program becomes a hotbed of resentment and frustration.If you want your award program to promote achievement and team morale while taking you closer to your corporate goals, follow these five rules.1. Announce the Program Well in AdvanceIt’s amazing how many companies wait until mid-year to announce an award program that, by then, has been going on for months, unbeknownst to the team
In part one of this video series, Indeed SVP Paul D’Arcy explored the research behind unconscious bias and how it can affect hiring decisions. Unconscious bias can have the unfortunate effect of screening out exactly the kinds of candidates companies need: people with fresh perspectives who can add value to their companies.
So what can employers do about it?
Screening out unconscious bias
At this year’s Indeed Interactive, Paul also shared some of the solutions he received to this challenge both from audience members and in a problem-solving breakout session.
These strategies come from a diverse range of organizations and people, all of whom are experimenting with new ways of mitigating bias. The suggestions included removing details like names, locations, race and national identities from resumes under consideration.
One philharmonic orchestra is holding its auditions behind screens so the gender of each performer isn’t revealed, and a law firm is scrubbing education details from their resumes so their decisions are not swayed by a school’s prestige.
The results of these efforts have been very eye-opening.
With bias removed from the process, candidates who employers might have overlooked before are starting to get a fairer shake. Businesses in turn are benefitting from the fresh perspectives those candidates bring with them.
To learn more about how organizations are screening out their unconscious biases, watch this short video of Paul’s Interactive address above.