Let’s end inequity in performance feedback

Support every employee with feedback that helps them thrive professionally. Help managers give bias-free and actionable feedback every time. Eliminate inequities in written feedback systems across your company.

Who gets the most biased feedback?

Bias in performance feedback based on race and gender.
Bias in performance feedback based on race and gender.

The patterns of bias in performance feedback are now clear. Download our complete data report.

Give bias-free, actionable feedback to every employee, every time

Surface and address performance feedback inequities across teams

Unconscious bias exists everywhere we write, and its impact runs deep when it shows up in performance feedback. With Textio, every manager can easily identify and remove biased, ineffective feedback to enable equitable employee development opportunities.

Highlight unconscious bias in writing.

Provide real-time coaching for all of your people managers

Managers who write with Textio benefit from advanced real-time language guidance and microlearning through enhanced tooltips. They also have access to on-demand professional training that teaches them how to give effective, bias-free performance feedback.

Providing guidance as you write.

Enable quality feedback at scale

Annual manager training programs are too infrequent, costly, and often ineffective. Save time and money by offering scalable, always-on performance feedback coaching that’s integrated directly into your performance management system.

Instances of personality feedback.

More insights from Textio

Create an equitable feedback blog cover.
How to create an equitable feedback culture
Learn the steps you can take to create a culture of feedback
Equity focused performance review templates blog cover.
8 Equity-focused performance review templates
Adopt these templates to help your team deliver high-quality performance feedback
Goal setting as a must for equitable performance management blog cover.
Why goal-setting is a must for equitable performance management
Understand the impact of meaningful goal-setting on equity

Always-on coaching and insights

Avoid personality feedback
Use direct language
Include specific examples
Break up lengthy paragraphs
Remove harmful phrases
Find language equity gaps
See quality patterns in data
Identify key insights