The study featured 2,000 performance reviews across 250 U.S.-based organizations. Image: 3rdtimeluckystudio/Shutterstock.com Author: Aoibhinn Mc Bride
You may be operating on the assumption that if women soar in their careers and not only meet, but smash, their goals and KPIs, they will finally be on a level playing field with men. But the opposite is also true.
That’s because a new study finds that high-achieving women, such as those who consistently go above and beyond their pay grade and duties, face the harshest criticism. Additionally, 76% received negative feedback during a performance review, compared to just 2% of men.
The study featured 2,000 performance reviews across 250 U.S.-based organizations and found that high-performing women received 38% more problematic feedback than men at the same professional level. It became clear.
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make it personal
This includes 78% of women who are negatively described as “emotional,” compared to just 23% of non-binary people and 11% of men. Furthermore, 56% of women remember being told “I hate you” compared to 31% of non-binary people and 16% of men.
As such, the report states that women receive 22% more personality feedback than men. For example, women are more likely to be described as supportive (68%), helpful (36%), and kind (26%), while men receive more ratings. They are more likely to be seen as confident (54%) and ambitious (63%).
Other personality traits found to be overwhelmingly female include being “strongly opinionated” (28% women vs. 4% men) and “aggressive” (22% women vs. 2% men).
The report also found that women are seven times more likely to accept negative stereotypes about themselves, and that women (along with Asians) are twice as likely to be told that they go too far, compared to men. found that they were two to four times more likely to believe positive stereotypes. When asked about themselves, they overwhelmingly say they are intelligent (67% of men, 32% of women) and likable (71% of men, 19% of women).
Racial bias also influences perceptions of women at the top. White people are more than twice as likely to be described as likable than Black or Hispanic/Latinx professionals, and the word “achiever” is most often used when talking about women of color. used.
However, the report also highlights that employees who fit into the “top performer” category are more likely to receive “stereotyped feedback” or more mundane feedback, making them more likely to receive This suggests that they are seen as more accountable than other employees.
“As we have seen, regardless of their level of performance, people tend to internalize feedback that is consistent with social stereotypes about their identity. “This disproportionately disadvantages people from underrepresented groups who have been severely penalized,” the report’s authors said.
move forward
So how can high-performing women put this theory into practice and ensure their next performance review?
“The only way to prevent this is to avoid stereotypes and personality stereotypes and instead provide feedback based on specific work behaviors and actionable examples, rather than practical examples. Stereotype-rich feedback causes a double whammy: It reduces both employee performance and employee retention.”
Importantly, actionable feedback provides guidance that allows the person on the receiving end to improve their performance and focus their attention on specific areas of the job rather than their personality.
Similarly, these actionable insights need to be measurable, such as a 20% increase in sales next quarter.
Alternatively, you could suggest that your employer follow the SMART model to avoid the possibility of stereotypical criteria being used.
This acronym stands for Specific, Measurable, Achievable, Relevant, and Time-Based, allowing you to set realistic goals in advance and also set objectives and desired outcomes so everyone is on the same page. You will get the best job with it. It was completed without considering individuality.
But if you find yourself in a situation where the organization you work for doesn’t have proper performance reviews in place and you’re considering your next move, take comfort in the fact that you’re not alone. 30% of top performers quit within their first year. When I received low-quality feedback during my first year at the company.
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