Words matter: how feedback bias can make or break your team
We'll help you understand the impact of your words and how it can help you provide more equitable feedback, boost team dynamics, and foster a more inclusive workplace.
Rachel Fukaya
Director of Communications
Today, we're diving deep into the power of language in the workplace. Words are not just words—they carry weight, intention, and sometimes, bias. Our recent report on feedback bias uncovers how even the simplest phrases can perpetuate stereotypes and affect your team's morale and performance. Understanding the impact of your words can help you provide more equitable feedback, boost team dynamics, and foster a more inclusive workplace. Let’s explore how to choose our words wisely and manage our teams more effectively!
Key Findings from the Report
- The Hidden Bias in “Soft” and “Hard” Skills: The report reveals that men and women often receive feedback emphasizing different skills. Women are more likely to be praised or criticized for "soft skills" like communication or teamwork, while men receive feedback on "hard skills" like technical expertise or strategic thinking. This subtle but pervasive bias can pigeonhole employees into certain roles and limit their career growth.
- Impact of Vague Feedback: Feedback that lacks specificity, such as “You’re doing a great job” or “You need to be more proactive,” is more often given to women and minorities. This vague feedback doesn’t provide actionable guidance, leaving employees unsure how to improve or advance. Specific, behavior-based feedback is crucial for personal development and ensures everyone is given a fair shot at growth.
Why Language Matters in Feedback
Language shapes how we see ourselves and each other. When feedback is biased, it reinforces stereotypes and can impact an employee's self-esteem, engagement, and career trajectory. For example, calling a woman “too emotional” instead of “passionate” can discourage her from speaking up in meetings, affecting team diversity of thought and innovation.
How to Use Feedback to Empower, Not Discourage
- Focus on Behavior, Not Personality: Feedback should always be about what the employee does, not who they are. Instead of saying “You’re too aggressive,” try “In meetings, interrupting others can shut down valuable input. Let’s work on balancing speaking time.” This way, the feedback is constructive and actionable.
- Be Specific and Data-Driven: Use specific examples and data to back up your feedback. Saying, “Your last three presentations lacked data to support the findings” is far more effective than saying, “You’re not detail-oriented.” Specific feedback helps employees understand exactly where they need to improve and how.
- Encourage Open Dialogue: Make feedback a two-way street. Encourage your team to ask questions and express their views on the feedback they receive. This not only fosters a culture of openness and trust but also helps you learn and grow as a manager.
Feedback is a powerful tool—when used correctly, it can motivate, inspire, and drive growth. But when clouded by bias, it can do more harm than good. As managers, it’s our job to ensure our words build people up rather than tear them down. Let’s commit to being more mindful of our language and providing feedback that is fair, specific, and free of bias. For more insights into how feedback bias can impact your team and what you can do to prevent it, check out our full report here. Ready to lead your team to greatness? Start by refining your feedback today.
Remember to keep it simple: make sure it’s actionable, specific, and clear. If you need help, Textio Lift’s free trial gives you an easy, free way to make sure that the feedback you’re providing is effective and motivating.
