Benoît, J-P, A T. S. Perry, and E. Reuben. (2024) “Performance-Feedback.”
Feedback is important for the improvement of performance. We conduct an online experiment to study the nature of qualitative feedback and its effectiveness. Despite the prevalence of qualitative feedback, the prior experimental economics literature has focused almost exclusively on quantitative feedback. We examine how qualitative feedback informs beliefs and decision-making, and whether there are gender differences. In contrast to earlier work, we study the entire performance-feedback sequence: from task performance to beliefs about the performance, to external evaluation, to feedback, and finally to updated beliefs and actions. We run a panel study where writers complete an essay task, which is graded by evaluators who also provide written feedback on the task performance. Using sentiment analysis, we find that feedback is more positive when evaluators know that writers will see it. Nonetheless, it is still interpreted appropriately. There are no gender differences in the feedback given or how it is interpreted. However, prior to feedback women underestimate their performance relative to men. This suggests that, in order to correct for this prior difference, feedback should be gender specific. In one treatment, writers face a choice to compete; in another, a choice to edit. There are two channels through which feedback impacts the choice to compete: a belief channel and an encouragement channel. Women respond equally to both channels, whereas men are less responsive to the encouragement channel. Feedback is more useful when it is more concrete.
Perry, Ashley T. S. “Optimal Organizational Structure.”
Perry, Ashley T. S. “Competition for Informal and Formal Hiring.”
Perry, Ashley T. S. (2015) “Communication in a network game of strategic complements and incomplete information.”