Imagine receiving feedback at work that doesn't reduce your efforts to a number, but instead tells the story of your contributions and potential. According to exciting new research from Cornell University, this approach isn't just kinder—it's actually more effective at helping employees understand how to grow and excel.

Published in the Academy of Management Discoveries, the study explored how 1,600 people responded to performance feedback delivered in three different formats: numbers only, narratives only, or a combination of both. The results brought a wonderful surprise to the research team led by Professor Emily Zitek from Cornell's School of Industrial and Labor Relations.

"When we started this project, we thought that combined feedback might be best," Zitek shared. "But what we ended up finding was that the narrative-only condition was the best in terms of fairness perceptions and preventing people from feeling negatively evaluated."

The research reveals something deeply human about how we process feedback. When employees receive purely numerical ratings—even solid mid-range scores—they often walk away feeling deflated and unclear about how to improve. Numbers alone lack the context and guidance that people need to understand their strengths and identify meaningful steps forward.

Narrative feedback, on the other hand, transforms the review process into a conversation about growth. It gives employees concrete understanding of what they're doing well and specific insights into where they can develop further. This approach helps people feel genuinely seen and valued for their contributions, rather than reduced to a rating on a scale.

"If someone did only OK, they're probably going to feel worse about it if they have numbers in their feedback than if they don't," Zitek explained. "So if you don't want them to feel bad, give them the information in just a narrative."

The implications for creating happier, more productive workplaces are significant. When employees perceive their performance reviews as fair and constructive, they're more likely to stay motivated and committed to improvement. The narrative approach fosters a culture of growth and development rather than judgment and comparison.

The researchers are thoughtfully balanced in their recommendations, acknowledging that completely removing numbers from reviews isn't necessarily the answer for every organization. Numbers can still serve important purposes when determining promotions, bonuses, or other formal decisions. However, the study provides valuable evidence that organizations can use to thoughtfully redesign their feedback systems in ways that better serve their employees' development.

This research represents an important step toward more humane and effective workplace practices. It demonstrates that taking the time to craft meaningful, narrative feedback isn't just a nice gesture—it's a powerful tool for helping people understand their value, recognize their potential, and chart a clear path toward professional growth.

As workplaces continue to evolve, studies like this remind us that behind every employee is a person who thrives on meaningful communication and clear guidance. By choosing words over numbers, organizations can create environments where everyone has the opportunity to flourish.