Sexual attraction between managers and subordinates can impact their decisions, behaviors, and actions during employee performance reviews. There are several factors to consider when determining whether such interactions affect management judgments. In this essay, I will explore how sexual relations may lead to biases in evaluation processes and discuss strategies for minimizing these effects.
Sexual tension is common in workplaces where members of different genders interact regularly. Employees form romantic bonds outside of business settings due to shared interests, similar backgrounds, physical chemistry, social norms, or professional goals.
Some employees fear that sharing personal details could jeopardize their career progression. Managers also worry about being held accountable if they date direct reports or become involved in other relationships. The fear of losing their job, promotions, or reputation can influence decision-making.
When employees and supervisors connect sexually, it can complicate reviewing each other's abilities objectively. Managers may be more inclined to praise underlings who express interest in them or act flirtatiously than those who do not. This bias can occur even when workers have no romantic intentions; studies show that attractive individuals are generally seen as more competent. If a manager has an emotional attachment to someone who performs poorly, they might overlook weaknesses or excuse mistakes. Alternatively, they may nitpick minor infractions by someone they dislike personally. To maintain impartiality, some managers avoid evaluating direct reports altogether or involve coworkers in the process.
Removing all sexual dynamics from employee reviews is unrealistic, given human nature. Even if managers try to remain objective, their feelings may still color their assessments.
A colleague who completes tasks quickly might be perceived as highly productive but also as less reliable because they rarely take breaks. Similarly, someone who consistently works late hours may appear dependable but overworked. These perceptions reflect personal experiences and expectations rather than actual performance metrics.
To reduce the impact of sexual connections on evaluations, managers should communicate openly with subordinates about their expectations and standards. They must also ensure that every worker receives fair treatment regardless of gender, age, appearance, background, or relationship status. Transparency helps prevent favoritism or discrimination based on subjectivity.
Companies should provide regular training for supervisors regarding workplace ethics and appropriate behavior towards colleagues. By establishing clear policies and procedures, businesses can encourage healthy relationships between employees while promoting professional conduct.
How do sexual connections influence managerial impartiality and objectivity in evaluations?
Sexual connections between managers and employees can have an impact on their perception of each other and can potentially affect their ability to remain objective when making evaluations. Managers may be more likely to favor employees they are attracted to, which could result in unfair treatment of others who are not as sexually desirable.