This week, we share a survey that confirms women excel as leaders, explore how managers can reassess the value of their so-called B players, examine the results of BetterWorks’ study of how employees react to continuous performance management, and DDI answers all your questions about 360 feedback.

Study: Women Rank Better than Men at These Leadership Traits

Fast Company

It should go without saying that women make great leaders, but a recent study confirms it. Forty-three percent of Pew Research survey respondents felt women were better at creating a safe and respectful workplace and 35 percent feel that women are better at valuing people from diverse backgrounds. Many respondents also feel they work harder, yet gender typecasting continues to impact their careers.

How to Engage and Retain your B Players

Harvard Business Review

Dr. William Muir’s Super Chicken Study offers a stark reminder for leaders: teams of nothing but A players can peck themselves to death. A functional team requires people of all types, and often individuals that companies consider B players – typically those who are less concerned about their career trajectory – are the glue that binds the business together. Learn how to engage and develop yours.

Results from BetterWorks’ 2018 Performance Management Survey


Legacy performance reviews create problems, and continuous conversations fix them. That’s just one of many findings from BetterWorks’ survey of more than 800 professionals at companies with over 500 employees, which found that continuous performance management decreased employees’ negative feelings and increased their positive ones. Individuals were 34 percent less likely to believe reviews were subjective and far more likely to feel that reviews improved performance.

What is 360 Feedback? All Your Questions Answered

Development Dimensions International

Used correctly, 360 feedback offers a refreshingly accurate and insightful view of your business. Yet according to DDI, it’s among HR’s most misused processes. For example, teams often overuse 360 feedback for employee assessments, under plan and aren’t able to assess its impact, and pollute their data by failing to explain its purpose to participants. Read answers to the most common 360 feedback questions.

Want to build a performance management process that actually works? Get your free copy of the first report from Betterworks’ 2018 State of Continuous Performance Management Survey.

If you missed last week’s recap, read it here: Making Goals Productive, Neuroscientific Feedback, and Climbing the Career Lattice