Because people to regress to the mean, scolding always seems to work, and praise never seems to work. But this is a statistical illusion brought on by bosses with no knowledge of math and a surplus of hubris. I was reminded of this phenomenon when I read a blog post by FemaleScienceProfessor who wrote about a departmental chair who is relentlessly negative.
After someone does a great job, it is likely that they will do a poorer job on the next thing as they regress to their own mean. Thus, if a boss are not aware of this, praise will seem ineffective, as the response to praise will be a poorer job than the previous time. Note though, that the next job is highly likely to be worse no matter what – the effect of the praise is likely small as compared to the regression effect. On the other hand, if someone does a poor job, then it is quite likely that they will do a better job next time. In this, they will be regressing to the mean from the below, rather than from above (progressing to the mean?). Thus, to the boss who is unaware of this effect, scolding will seem super-effective because after the scolding, the person did a better job the next time (which they would have done anyway as the regressed to the mean).
All of this together, means that a boss who has not taken this effect to heart can end up becoming a scolding nagging passive-aggressive constantly-negative boss, because, in their experience, negative feedback is the only thing that appears to get results. The tricky thing, and this requires humility on the part of the boss, is to accept that these “results” would have been obtained without the boss’s praise or scolding, simply through a well-understood statistical phenomenon. When managing people, you are not as influential as you think you are, and their response to praise is not a reflection on you.
Consider a random number generator that generates a number uniformly at random between 0 and 10, inclusive. I want a nice high average, so I will give it a scolding whenever my random number generator spits out a number 0, 1, or 2. If it spits out a number higher than 2 the next time, my scolding will be counted as successful. If it spits out a number 8, 9, or 10, then I will praise it! If it spits out an 8, 9, or 10 the next time, then I will count my praise as successful. I implemented code to do this, and the code can be seen here. The results were as follows, after generating 1,000,000 random numbers in a row:
|
| Total
| Successful
| Unsuccessful
|
| Praise
| 273,042
| 74,701 (27%)
| 198,340 (73%)
|
| Scorn
| 272,115
| 198,430 (73%)
| 73,685 (27%) |
From this, we can see that praise is ineffective at encouraging random number generators (it only works 27% of the time), but scolding and punishment are 73% effective! This is, of course, absurd. The random number generator isn’t responding to our praise or punishment at all. It just happens to be true that we are less likely to get two high numbers in a row than a number that is high followed by a non-high number. The output, if high, is likely to regress to the mean. But if we really believed that we could determine the output of the random number generator, we would be forced to conclude that being a jerk totally works!
Any bosses who think they are first-order determiners of employee success and do not take this effect into account, will tend to become jerks over time.