Perf & Comp: Note to Managers

IN RELATION TO PRINCIPLE #2: PERFORMANCE & COMPENSATION

In performance calibration conversations with other managers, use specific language that’s directly related to performance standards, competencies, demonstrated results or lack thereof.

Call out managers when they use non-specific language when describing employee performance. Vague and generic language is used more often to describe women and people color, and it is detrimental to high performance appraisals and promotions.

Print out and bring a bias buster handout to calibration sessions from

tools section below⁠

Sample Scenario

Manager 1: “I just don’t think he’s a team player”

Manager 2: “What do you mean by that?”

Manager 1: “He doesn’t go the extra mile”

Manager 2: “Can you share an example of what you mean?”

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