Hacking HR to Build an Adaptability Advantage

stephen-remedios's picture

What's your Gottman Score?


Its a well know fact thaty positivity and negativity are powerful feedback processes in human behavior. A powerful indicator of what is possible for an organization is the positivity/negativity ratio of feedback; that is, how many instances of positive vs. negative feedback we can observe in a human interaction process, such as a team meeting or in a couple's conversation.

In organizations where this ratio is greater than 5:1, there's greater engagement and productivity. Why can't we start keeping individual scores and make that a KPI?

Who doesn't want to be on a team that exudes positivity?

HR process being hacked:HR Metrics and Information Systems

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stephen-remedios's picture

I think there's a lot we can do to build on this hack. Any ideas on how we can begin to measure positive vs. negative feedback. "How Full is Your Bucket" by Clifton & Rath also makes the case for a workplace with more positivism and energy. But how would we measure it?