Companies that implement regular employee appraisals have turnover rates that are 14.9% lower than for employees who receive no feedback.
One in five employees is not confident their manager will provide regular, constructive feedback.
24% of workers would consider leaving their jobs if they have managers that provide inadequate performance feedback.
Teams led by managers who focus on their weaknesses are 26% less likely to be engaged.
69% of employees say they would work harder if they felt their efforts were better recognized.
21.5% of employees that don’t feel recognized when they do great work have interviewed for a job in the last three months, compared to just 12.4% that do feel recognized.
24% of employees who felt they had not received recognition from their direct supervisor in the past two weeks had recently interviewed for another position, compared to just 13% who had received recognition.
92% of respondents agreed with the assertion, “Negative (redirecting) feedback, if delivered appropriately, is effective at improving performance.”
Only 8% of companies believe their performance management process is highly effective in driving business value, while 58% say it’s not an effective use of time;
63% of Gen Z said they want to hear timely, constructive performance feedback throughout the year.
- 68% of employees who receive accurate and consistent feedback feel fulfilled in their jobs.
- On a scale of 1-10, managers who gave the right amount of feedback earned an average score of 8.6 from workers.