The Power of Feedback

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Many would agree that annual performance reviews are outdated and ineffective.

Saving up feedback and delivering it in one sitting misses the opportunity for growth and leaves employees feeling frustrated and unvalued.

This can be costly. According to a Gallup study, employees who receive daily feedback from their manager are 3.6 times more likely to be motivated to deliver great work.

There’s a better way to do feedback that’s simple, effective, and works for everyone.

  1. Switch to short, frequent check-ins instead of a single feedback dump. A study from the Society for Human Resource Management (SHRM)found that 80% of employees who received meaningful feedback in the last week are fully engaged.
  2. Focus on specific behaviors and provide actionable, constructive advice. Don’t just say “good job.” Instead, give a specific example, like “That was a fantastic presentation on the new project. I liked the way you clearly explained the data, and checked in frequently to confirm understanding. This really helped the team make a faster decision.”
  3. The power of a great question. Encourage two-way conversations where employees can share their thoughts and concerns. This creates a psychologically safe space and helps build trust, which a McKinsey report says is key to employee engagement.

How has frequent feedback changed the way your team works? Share your experience below.

 

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Is AI Scaring Away Your Best Talent?

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Recruiting is changing fast. A new Gartner study reveals that only one quarter (26%) of job seekers trust AI will fairly evaluate them. The skills shortage is well documented; however, the pursuit of efficiency in hiring might be pushing away the very people you want to attract!

 

Computer says NO!

 

A  good friend of mine, (for privacy I am using the name “Sarah”) told me she recently applied for a senior marketing role and was extremely excited about the opportunity. It was just what she was looking for.

 

As part of the recruitment process, she was invited to complete an online assessment. To her surprise, the assessment wasn’t like a traditional psychometric test that she had done before, but an AI-powered game.

 

It felt strange and disconnected. Sarah told me she was put off by it and was thinking “So we’ve come to this! An algorithm is going to decide if I’m a good marketer?” She even questioned if a real person was going to look at her application?  This feeling of being judged by a machine, without a human connection, made her feel uneasy and question if she wanted to work for that company.

 

This story isn’t unique. Using opaque, AI-only systems, risks losing the trust of great people like Sarah.

 

Trusted Science

 

Psychometric assessments have been used for decades because they work. They are built on tried and trusted science, not on a black box algorithm. They provide a transparent, fair way to measure a person’s abilities and personality. When a company clearly explains what a psychometric tool is for and how it connects to the job, it shows respect for the candidate. This approach builds trust and makes the process feel more human.

 

Bull in a China Shop

 

I get it! AI is great for improving efficiency; however, let’s not allow the rush to use the latest tech overshadow the importance of building trust in human interactions. A balanced approach—using proven, ethical tools and communicating openly—is the key to attracting and retaining the best talent.

 

What’s your take on this? How can we ensure our hiring processes are both effective and human-centric?

 

Want a more human, effective hiring process?

 

Ditch the black-box algorithms. Discover how Great People Inside uses transparent, science-backed assessments to create a fair, trust-building, and human-centric recruitment experience.

 

Visit greatpeopleinside.com.au to learn more and transform your hiring strategy today.

 

Make an appointment to see how it works for your team

 

Send us email: australia@greatpeopleinside.com