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Given Andrew’s record, what kind of prospect was he? According to Cialdini, when Andrew was PowerPointed, viewers saw him as a greater potential asset to the football team. The first group rated Andrew four and a half on a scale of one to seven; the second rated him five; and the PowerPoint group rated him six. PowerPoint gave him power. The experiment was repeated, with three groups of sports fans that were accustomed to digesting sports statistics; this time, the first two groups gave Andrew the same rating. But the group that saw the PowerPoint presentation still couldn’t resist it. Again, Andrew got a six. PowerPoint seems to be a way for organizations to turn expensive, expert decision-makers into novice decision-makers.
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In my years studying such reviews, I’ve learned that they are subjective evaluations that measure how “comfortable” a boss is with an employee, not how much an employee contributes to overall results. They are an intimidating tool that makes employees too scared to speak their minds, lest their criticism come back to haunt them in their annual evaluations. They almost guarantee that the owners — whether they be taxpayers or shareholders — will get less bang for their buck.
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