False modesty is not helpful in a year-end review, but neither is vague praise.
The answer to effective performance management in my view is not doing away with reviews altogether. It's institutionalizing effective, actionable feedback - something managers and colleagues should contribute to throughout the entire year.
Ratings are a necessary evil and companies may go back to using them.
Men give themselves more room for failure, and tend to be more forgiving toward themselves.In the workplace, there are few places where this difference in perception rears its ugly head as much as in self-assessments, which are now commonplace as a step before a performance review takes place.
For years, employers and HR pros have been searching for the elusive perfect employee engagement strategy. Organizations tried new benefit packages, overhauling company culture, and supporting career development.
While it must be recognized that there are systematic barriers and HR policies that formally contribute (or don't contribute) to gender equality, here are three practical tips that managers can employ if they want to start removing gender bias from their organizations