Fast Company | Business + Innovation: The dreaded performance review--unless it’s “You’re fired!”--is often an unfocused, indirect thicket of bureaucratic language that is not helpful for either boss or employee. It can be an exercise that sheds little light but creates a lot of anxiety and resentment for everyone involved. When we caught up with Paul English, cofounder of Kayak.com, the travel search engine, to ask him about his five-word reviews we found out that there was a whole lot more to his philosophy of feedback.
2 comments:
So I really loved this article. It was great and I hope to work for someone or be someone like Paul English when I am out of grad school one day. The process of the 5 word review made me think of crits but there is no hour conversation afterward, which would be pretty cool to have that happen but to each their own I guess. The idea of honesty and directiveness is great. Between the counselors I have had in life, they would always just say small sentences or one word pieces suggestions/orbservations and then let me process on it. Shortly after that I would begin to talk, actually most the time I immediately began to talk because I process a lot verbally. Often I would actually end up finding other things to work on just from that one point. Overall I just like how direct he is and how up front he is. One attribute I hope to achieve one day.
I've been to quite a few crits and had a lot of feedback given to me in an AP Design course, but this seems like a much better way of giving people feedback than what we did in class. I'm a big fan of being blunt and getting to the point, which this method does really well. I also like that it's five words, no five things. I feel that if it was five things, the negatives could be more hurtful because they would be more direct. I think that this is a really cool method for feedback, and Paul English seems like an awesome boss.
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