“Going to a fully virtual workforce is creating immediate challenges.”
“Even in the best of times, the great majority of employees report experiencing conflict between the demands of work and the demands of family,” said Correll, who is the Michelle Mercer and Bruce Golden Family Professor of Women’s Leadership and director of the VMware Women’s Leadership Innovation Lab. “For heterosexual couples, resolving this conflict is decidedly gendered, with women continuing to perform significantly more housework and childcare, leaving men more time to focus on work.
The first thing employers need to do is adjust expectations of what productivity looks like during this time. Some of the focus group participants shared how their organizations were canceling or deferring performance reviews, recognizing that it is not possible to evaluate performance against goals set prior to the pandemic.
Another issue raised in the focus groups is that the fear associated with the pandemic is increasing prejudice and discrimination. For example, Asian employees are suffering from the increase in negative stereotypes that have led to hate crimes, fueled by racist rhetoric coming from our federal government.
Adjust performance expectations and be mindful that well-known biases in performance evaluations could be exacerbated in this crisis. What are appropriate criteria for evaluation in this “new normal”? If the answer is ambiguous, research suggests that the probability of bias will increase and further disadvantage women, people of color and others. If organizations are continuing with their performance review cycles, they should be especially mindful of providing clear criteria for managers.
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