{"id":599,"date":"2012-07-15T09:16:10","date_gmt":"2012-07-15T08:16:10","guid":{"rendered":"http:\/\/aubertm.journalisteweb.be\/?p=599"},"modified":"2012-07-15T09:16:10","modified_gmt":"2012-07-15T08:16:10","slug":"downward-counterfactual","status":"publish","type":"post","link":"https:\/\/aubertm.me\/index.php\/2012\/07\/15\/downward-counterfactual\/","title":{"rendered":"Downward counterfactual means judging oneself in comparison to all of the people who didn&#8217;t win"},"content":{"rendered":"<p><strong>&#8220;Here&#8217;s how to minimize upper counterfactuals&nbsp;<em>before<\/em>&nbsp;an appraisal:<\/strong><\/p>\n<ul>\n<li>No surprises. Hold enough feedback sessions in the months leading up to the appraisal so that employees can predict precisely what they&#8217;ll hear from you. Performance evaluations should never contain surprises.<\/li>\n<li>Be clear. Ensure employees totally understand how their performance will be measured.&nbsp; It is terribly unfair to enforce an unpredictable bell curve rating system.<\/li>\n<li>Ask questions. Have honest conversations to explore what employees are expecting. Then you can correct misperceptions in advance&#8211;or at the very least be prepared for them.<\/li>\n<\/ul>\n<p><strong>And here&#8217;s how to deal with upper counterfactuals when they happen during an appraisal:<\/strong><\/p>\n<ul>\n<li>Don&#8217;t argue or debate. Let employees vent. Sometimes all they want is to be heard.<\/li>\n<li>Paraphrase what they say to show you listened.<\/li>\n<li>Ask further questions to learn about the underlying reasons for how they feel. The more you know, the better you can respond&#8211;and sometimes empathize.<\/li>\n<li>If necessary, refer to previous discussions when you talked about performance issues.<\/li>\n<li>Be prepared to concede that maybe&#8211;just maybe&#8211;your rating was wrong. (It does happen.)<\/li>\n<\/ul>\n<p>Be fair, be honest, be straightforward&#8230; and also consider the impact of the appraisal on the employee.<\/p>\n<p>When you do, your employees won&#8217;t need to be first to feel like they&#8217;re winners.&#8221;<\/p>\n<p>Source:&nbsp;<a title=\"What Employees Really Think During Performance Reviews\" href=\"http:\/\/www.inc.com\/jeff-haden\/performance-evaluations-manage-employee-emotions.html\" target=\"_blank\">http:\/\/www.inc.com\/jeff-haden\/performance-evaluations-manage-employee-emotions.html<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>&#8220;Here&#8217;s how to minimize upper counterfactuals&nbsp;before&nbsp;an appraisal: No surprises. Hold enough feedback sessions in the months leading up to the appraisal so that employees can predict precisely what they&#8217;ll hear from you. Performance evaluations should never contain surprises. Be clear. Ensure employees totally understand how their performance will be measured.&nbsp; It is terribly unfair to [&hellip;]<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_publicize_message":"","jetpack_publicize_feature_enabled":true,"jetpack_social_post_already_shared":false,"jetpack_social_options":{"image_generator_settings":{"template":"highway","default_image_id":0,"font":"","enabled":false},"version":2}},"categories":[2],"tags":[9],"class_list":["post-599","post","type-post","status-publish","format-standard","hentry","category-change-management","tag-en"],"jetpack_publicize_connections":[],"jetpack_featured_media_url":"","jetpack_sharing_enabled":true,"_links":{"self":[{"href":"https:\/\/aubertm.me\/index.php\/wp-json\/wp\/v2\/posts\/599","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/aubertm.me\/index.php\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/aubertm.me\/index.php\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/aubertm.me\/index.php\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/aubertm.me\/index.php\/wp-json\/wp\/v2\/comments?post=599"}],"version-history":[{"count":0,"href":"https:\/\/aubertm.me\/index.php\/wp-json\/wp\/v2\/posts\/599\/revisions"}],"wp:attachment":[{"href":"https:\/\/aubertm.me\/index.php\/wp-json\/wp\/v2\/media?parent=599"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/aubertm.me\/index.php\/wp-json\/wp\/v2\/categories?post=599"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/aubertm.me\/index.php\/wp-json\/wp\/v2\/tags?post=599"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}