Lack Of Quality Feedback Discouraging High Performing Employees, Textio Survey Reveals: Report

The study defined quality feedback as neither negative nor positive reviews, rather a clear review from the employers describing the contributions of the employees in detail citing valid examples

In terms of gender, the survey pointed out that there are biases in terms of the kind of feedback given to male, female, and non-binary employees. (Image Source: Seek website)

Source : Seek

High performing employees are opting to quit the workforce in the absence of quality feedback from the bosses, a recent study revealed. The survey by Textio, an AI-powered writing platform for HR teams, revealed that workers who tend to be high performers, especially women, don’t receive sufficient feedback from their managers and bosses.

The survey analysed over 23,000 performance reviews from nearly 250 workplaces in the US, reported CNBC Make It. The study defined quality feedback as neither negative nor positive reviews. Instead, this feedback means a clear review from the employers describing the contributions of the employees in detail citing valid examples. A quality feedback also includes direct suggestions for improvement for the employees that help them understand how to progress further in their professional paths.

The study defined low-quality feedback as reviews that are either not straightforward, relevant, or something that cannot be acted on. Citing Kieran Snyder, co-founder and Chief Scientist Emeritus, Textio, the report stated, “It could be the feedback is about somebody’s personality rather than their work, or it could be exaggerated and not super realistic.”

This could essentially mean problem for teams that have high performing employees. In terms of gender, the survey pointed out that there are biases in terms of the kind of feedback given to male, female, and non-binary employees.

It stated that women tend to receive feedback based on personality traits or ‘how they make people feel’ more, whereas, male employees receive more reviews based on their ambition and professional attitude. This ‘personality tax’ is levied more often than not on the women, even the better performing female employees, it noted.

Snyder said that these reviews could be positive on the surface level, however, they don’t actually talk about how female workers perform and their accomplishments. This feedback is based on personality much more than actual deliverables, she added.