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The 2% Illusion: When Asking for Feedback Teaches Employees…
The Faux-Wood Grain and the 2% Victory
I was tracing the miserable, faux-wood grain of the conference table-the cheap laminate peeling near the corner-while the VP of People Operations, bless her heart, tried to make 2% sound like a victory. Her hands were gripping the clicker so tightly the knuckles were white. The air conditioning was failing, and we were trapped, 238 people packed into a room built for 108, listening to a presentation about our ‘unprecedented increase’ in engagement scores.
This is the annual ritual. We spend 8 solid minutes filling out the forms, carefully crafting sentences in the optional comment box, detailing the specific, tactical failures that make our jobs impossible-the broken software, the nonexistent training, the fact that our compensation hasn’t kept pace with inflation, let alone the $878 million in Q4 revenue we just helped generate. And then, six months later, we get the PowerPoint. It distills our messy, human reality-all the ambition, the exhaustion, the quiet dread-into a single, brightly colored dial.
The Illusion of Tuning: 2% vs. Reality
The 2% difference barely moves the dial on a large, rattling machine.
They showed us the heat map. Green was everywhere. Why was it green? Because, they explained, the engagement score had moved from 68% to 70%. Two percentage points. When you