<p><span style="color: rgb(13, 13, 13); font-family: Roboto, Noto, sans-serif; font-size: 15px; font-style: normal; font-variant-ligatures: normal; font-variant-caps: normal; font-weight: 400; letter-spacing: normal; orphans: 2; text-align: start; text-indent: 0px; text-transform: none; widows: 2; word-spacing: 0px; -webkit-text-stroke-width: 0px; white-space: pre-wrap; background-color: rgb(255, 255, 255); text-decoration-thickness: initial; text-decoration-style: initial; text-decoration-color: initial; float: none; display: inline !important;">The relationship between reprimands or on-the-spot corrections and employee performance is misunderstood. Regression to the mean plays a much larger role in short-term improvement than any sort of instruction or reprimand does.</span></p><p></p><div class="iframe-wrapper"><iframe src="https://iframe.mediadelivery.net/embed/431082/30797769-dd59-470b-b29f-2b046f93a1b5?autoplay=false" frameborder="0" allowfullscreen="true"></iframe></div>

The relationship between reprimands or on-the-spot corrections and employee performance is misunderstood. 

How Regression to the Mean Makes Bad Managers

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How Regression to the Mean Makes Bad Managers

How Regression to the Mean Makes Bad Managers

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