I listened to a replay of the Bill Kutik radio show recently. In this episode, his guest was Karen Cariss, Co-Founder and Global CEO of PageUp People. It was a fascinating discussion about neuroscience and specifically, how the human brain interprets certain situations using the limbic part of the brain. During the show, Bill and Ms. Cariss began talking about performance and Ms. Cariss said, “Seventy percent of feedback is a waste and of that, half of it is actually damaging.” Ms. Cariss also asserted that the reason is because it is delivered formally and throws the brain into a “fight or flight” mode. The person becomes defensive and begins thinking with the limbic portion of the brain, thus not in the mode to readily accept the feedback.
With so many discussions in the HR space about whether or not there is value in formal performance reviews, this is a compelling argument against them. Or at a minimum, in how to deliver the performance conversation.
Think back to performance reviews you’ve received and those you may have given. Do you believe that such a high percentage of feedback is actually a “waste” or that it is a form of coaching that is valuable? I’d love to hear the arguments for and against the formal review. Personally, I prefer the more informal, day-to-day feedback. However, I’m still in the camp that an annual review is helpful if it is leaning toward the development of the individual for the coming year.
What you do you think? Weigh in in the comments. And, be sure to check out the podcast of Bill’s show. It’s a great use of twenty minutes!