Textio

"No one knows what to do with all these AI products right now. We've banned them until we figure this out, but we know employees are still using them. Where do we even start?" Does this feel familiar? Last week our team met up with #HR leaders in NYC to talk #AI and pretty much everyone feels confused, behind, concerned, or just plain tired of AI popping up everywhere you didn't ask for it. If you're feeling any of these things, you're not alone ✨

Every year, Textio publishes comprehensive research on the state of performance feedback. Two years ago, we published the largest-ever study of its kind showing pervasive bias by gender, race, and age. Last year, we saw the mathematical connection between feedback quality and employee attrition. We're a month out from this year's report. I've been working with the team on this for the last few months and I think it's the best one yet. This year's research includes rich data about two main topics: * High-performers: What kind of feedback do they receive, and how well does it work to motivate and retain them? * Feedback internalization and stereotype threat: We've looked before at what kind of feedback different demographic groups *receive.* This year we're looking at what kinds of feedback different demographic groups *internalize* - and how that changes their performance over time. I'm really excited to share this year's research! If you'd like to receive a copy as soon as it goes live, you can sign up below. Let us know what you think! https://lnkd.in/gt9-bmBb #feedback #performancemanagement

In you’re in HR, you’ve probably seen the discourse this week on Lattice’s plans to build employee records for “digital workers” aka “AI employees.” Lattice is the first vendor we’ve covered in our “AI washing” series, a review of popular HR AI products and their marketing. We’re unpacking claims and explaining the technologies behind the messaging. In this edition, we cover “AI employees” and a lot more. Read on to learn more about what Lattice is saying, and what it offers. Link in comments.

Can you spot “AI washing” in HR? AI washing = “a deceptive promotional practice that exaggerates or outright lies about a product or service’s use of artificial intelligence (AI)” Who thinks they’ve seen this? 🙋 The Textio Marketing, Engineering, and Product teams are collaborating to evaluate the HR AI product landscape. We’ll look at ten vendors, assessing how honest the marketing is and how unique and useful the AI is. Check out the kickoff to the series—link in comments. #AIwashing #AIforHR

🌟 What does good performance feedback look like? 🌟 Effective feedback is transformative for any team, but what key elements make it impactful? Our latest blog breaks it down: 🔍 Clarity and Conciseness: Avoid the fluff. Get straight to the point to ensure your message is understood. ✅ Actionable Insights: Provide specific steps your team can take to improve, making feedback practical and easy to implement. ⚖️ Bias-Free Communication: To foster a fair and inclusive environment, focus on outcomes, not personal traits. 💬 Empathetic and Constructive: Offer honest yet supportive feedback that encourages growth without demoralizing your team. 🌱 Growth-Oriented: Highlight areas for improvement while recognizing achievements to motivate and inspire. https://hubs.la/Q02F6JXx0 #PerformanceFeedback #HR #Leadership #Management #TeamDevelopment #Textio

"Performance management" is a misnomer. It's not about performance. We might as well call it performative management. Most of the time it's about checking a box. It's about compliance. It's about processes for the sake of process. And, the quality reflects that. "Keep up the good work!" is not a performance review. That's BS. This has always been a problem, but it was less obvious. Corporate performance systems assume that some invisible hand will guide ambitious employees, pushing them to hustle for the next promotion and climb that ladder. I hate to break it to you, employees. If you're worshipping on the altar of career progression, you're going to be disappointed. The ladder is kind of busted. And I hate to break it to you, HR. Lots of employees are jaded. There are fewer promotions available than ever, and the lack of stability is dire. *Especially* for first-time employees and working parents. That invisible hand of "ambition" (which is super biased in and of itself, but don't get me started) isn't motivating int he same way. My ambition is a well-lived life, funded with a fulfilling and engaging work, as part of a great team. The key 🗝 is feedback. Personal development, personal growth. Going beyond performative processes to connect individuals with specific, actionable growth suggestions. Cutting through the bias to connect *every* employee with actionable feedback. This isn't just my random opinion. Every year, Textio publishes original research on the state of performance feedback. Two years ago, we published the largest-ever study of its kind on bias in performance reviews. Last year, we saw the mathematical connection between "is feedback good or not?" and "do people quit?" We're near the finish line on the 2024 report, and it's the best one yet. This year's research includes rich data about two main topics: ✨ High-performers: What kind of feedback do they receive, and how well does it work to motivate and retain them? 🧠 Feedback internalization and stereotype threat: We know what kind of feedback different demographic groups *receive.* This year we're looking at what kinds of feedback different demographic groups *internalize* - and how that changes their performance over time. I'm excited to share this year's research! If you'd like to receive a copy as soon as it goes live, you can sign up below (link in the comments). Let us know what you think! #Feedback #PerformanceManagement

In this edition, you'll learn about delivering effective feedback, balancing empathy and constructiveness, and maximizing its impact on employee development and organizational growth. We've also gathered insights from experienced leaders and compiled actionable approaches to help you guide your teams to achieve their highest potential. And finally, uncover essential tips and strategies to steer your team to success confidently. You can also get free access to Textio Lift. #performancemanagement #performancefeedback

You can't avoid AI. According to OpenAI CEO Sam Altman, 100 million weekly users flock to ChatGPT. But AI is more than just ChatGpt. Some examples include: Google Gemini (Formerly Bard): Best for problem-solving and multimodal capabilities, competing with ChatGPT. Semrush ContentShake AI: Best for creating high-ranking content faster. Microsoft Copilot: Best for Microsoft content interaction. Claude 3: Best for engaging in natural and extended conversations. GitHub Copilot: Best for software coding assistance. Perplexity: Best for in-depth internet research and exploration. Grok: Best for obtaining honest and current information. OpenAI Playground: Best for user-friendly customization of LLMs. WriteSonic: Best for developing a distinctive brand voice. Character.AI: Best for fun interactions with virtual characters. AnonChatGPT: Best for anonymous use of GPT technologies. So if everyone's doing it, what does that mean for DEIB? Join me along with Roy Baladi and Marcus Sawyerr Thursday July 11th at 11am EST for the AMS 'DEIB Knowledge Exchange Webinar.' We will explore how HR and talent acquisition leaders can navigate this rapidly evolving landscape, maximize the benefits of AI while mitigating its risks, and build a more inclusive and equitable workplace.

It's easy to get stuck admiring #hr #talent and #dei data. I loved sharing practical Upwork case studies with Daniel Huerta at The Modern People Leader. We work to stay action oriented and incredibly pragmatic. This clip highlights the data-driven interventions Angela J. is operationalizing as a result of insights derived from our partnership with Textio. When we know better, we do better. 🙌

Struggling with promotion freezes at work? Jackye Clayton ♕'s latest blog explores how economic conditions impact employee morale and career growth. Stagnant promotions can decrease motivation and job satisfaction, hindering professional development and retention efforts. Focusing on fair evaluations, clear feedback, and continuous skill enhancement is crucial to creating a supportive work environment aligned with organizational goals. Link in comments! #careerdevelopment #employeemorale #promotionfreezes #professionalgrowth