Getting unactionable Feedback is a strong driver of employee Retention and attrition!
Nicolas BEHBAHANI
Global People Analytics & HR Data Leader - People & Culture | Strategical People Analytics Design
??People who don’t receive direct, actionable feedback are significantly more likely to leave their roles.
Some people systematically get lower-quality feedback than others. Women of all races and people of color of all gender identities are the most likely to get low-quality feedback. Getting unactionable feedback is a primary driver of attrition for some employees, and on its own, will cause some people to leave their organizations.
??People who get performance reviews containing I think hedging statements are 29% more likely to leave the company within a year than everyone else, according to a new interesting research published by Textio using data from one survey of 533 US employees and performance review of more than 13,000 employees all working for the same large organization across two annual review cycles.
?Low quality feedback is a strong driver of attrition
Researchers found that people who get low-quality feedback are much more likely to leave their roles than those who do not.
?Low-quality performance feedback push employees to leave
Researchers noticed that three out of eight reasons below commonly cited by employees planning to leave their current company are related to low-quality performance feedback:
??Lack of advancement or growth opportunities
??Feeling disrespected or underappreciated
??Insufficient feedback to continue learning and growing
?"I think" is by far the most common hedging phrase
Researchers noticed that like other hedging language, I think statements effectively create distance between the feedback giver and the feedback being given. By introducing feedback with an I think statement, the manager is communicating that their point of view might just be a matter of opinion and that they may not be fully committed to it.
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?? Researchers found that people who get performance reviews containing I think hedging statements are 29% more likely to leave the company within a year than everyone else.
When managers avoid providing direct feedback in an attempt to be kinder or more tactful, their efforts backfire. Employees who receive hedging feedback are significantly more likely to leave the company.
?More unactionable feedback for Black employees
Black employees receive 26% more unactionable performance feedback than non-Black employees
?High quality feedback for white men
Researchers found that white men are the group most likely to report receiving high quality feedback in their work and women and people of color are significantly less likely to receive the kind of feedback that leads to promotion and growth.
?? Finally researchers conclude that the only way to change this data is by implementing real systems of measurement and accountability so with 2 below actions:
1?? Setting accountabilities for managers and measuring them
2?? Providing managers the tools and resources to improve their skills.
Thank you ?? Textio researchers team for these insightful findings:
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1 年?? It would be awesome to see organizations prioritize training managers in giving effective feedback!
Fractional Chief Human Resource Officer | Senior Global HR Advisor | Malaysia's Woman Leader 2023 | Advocate for Diversity, Equity and Inclusion | Promotes Empathy and EI | Data for Human Resources Management | Mentor
1 年This is a good insight and research Nicolas BEHBAHANI I've always advocated for constructive feedback as a driver for employee retention and lower attrition.
Thank you so much for supporting our research and sharing this report,?Nicolas. It's so important to get this information out into the hands of people who can take action to close the feedback gap.
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1 年The other hedging word is "we". as in. . . I think we need to make improvements to your data reporting! jim
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1 年Well written, Nicolas. Textio’s work is helping us understand better why to tackle the daily struggles in organizations related to biases. These are baked in to society and require hard work from a managerial level to take out, by continuous reflection and providing the right technological tools to help them understand how to cope with this highly needed change.