Textio’s latest research on language bias in performance feedback reveals a troubling trend: high performers are receiving the lowest quality feedback, with particularly adverse effects for high-performing women. This bias has serious implications for employee retention and organizational culture.
- Research Findings
- Quality of Feedback for High Performers: High performers receive 1.5 times more feedback than others but are often given exaggerated and fixed-mindset feedback.
- Impact on High-Performing Women: High-performing women receive 38% more problematic feedback compared to their peers.
- Internalization of Feedback and Stereotypes: Employees internalize feedback based on social stereotypes, which can reinforce negative racial and gender stereotypes.
- Statistics and Impact
- Feedback Distribution: High performers get 2.6 times more fixed-mindset language compared to low performers.
- Employee Retention Rates: 30% of high performers leave their organization within a year, often citing feelings of being under-invested in.
- Stereotype Internalization: Men are 2-4 times more likely to internalize positive stereotypes; women are 7 times more likely to internalize negative stereotypes.
- Bias in Performance Feedback
- Gender and Racial Biases: Women are disproportionately described with negative traits (e.g., unlikable, emotional). Specific racial groups also experience unique negative feedback.
- Stereotype Impact: Negative feedback aligns with social stereotypes about race and gender, affecting employee self-perception and engagement.
- Historical Context and Current Relevance
- Kieran Snyder’s Insight: Kieran Snyder highlights the evolution of awareness regarding language bias and the need for improved feedback systems and managerial training.
- Need for Systemic Change: Emphasis on investing in managerial training and systems to ensure high-quality feedback for all employees.
Textio’s research underscores the critical need for organizations to address biases in performance feedback. By recognizing and correcting these biases, companies can improve employee engagement and retention, particularly among high performers. Investing in fair and constructive feedback systems is essential for fostering an inclusive and productive workplace.
