Sexual attraction is the physical, emotional, romantic, or erotic desire for another person. It may arise from physical appearance, behavior, voice, smell, or character traits. Sexual attraction can be fleeting, situational, or long-lasting. It can change in intensity and direction throughout life. In the workplace, sexual attraction can influence how people receive and interpret feedback, criticism, and performance evaluations. This article discusses how sexual attraction alters employees' interpretation of these three factors.
Feedback
Feedback is verbal or nonverbal communication about one's performance or behavior. It may come from supervisors, colleagues, or clients. The purpose of feedback is to inform, guide, improve, recognize, or reward. Feedback has positive and negative aspects. Positive feedback includes praise, recognition, and encouragement. Negative feedback includes constructive criticism, improvement suggestions, and disciplinary action.
When an employee receives feedback, they may interpret it based on their level of sexual attraction towards the source. If they are sexually attracted to their boss, they may be more likely to believe positive feedback and ignore negative feedback. They may feel flattered by compliments and discouraged by criticisms. They may be more motivated to impress their boss than to meet company goals. If they dislike their boss but are still sexually attracted to them, they may focus on positive feedback while ignoring negative feedback. This can lead to a double standard where some employees receive preferential treatment based on sexual attraction.
Employees who are not sexually attracted to their boss may interpret feedback objectively. They may be less swayed by praise or critique because they do not have a personal connection with the source. They may see feedback as useful information that can help them grow professionally. They may take positive feedback seriously but dismiss negative feedback if they disagree. This can create a culture where everyone receives equal attention and opportunities regardless of their relationship status with management.
Criticism
Criticism is an evaluation of someone's work or behavior that involves finding fault or pointing out mistakes. It may come from supervisors, colleagues, clients, or customers. The purpose of criticism is to improve quality, accuracy, efficiency, or effectiveness. Criticism has positive and negative aspects. Positive criticism involves providing suggestions for improvement without blame or judgment. Negative criticism involves attacking one's character or intentions.
When an employee receives criticism, they may interpret it based on their level of sexual attraction towards the source. If they are sexually attracted to their boss, they may be more likely to believe positive criticism and ignore negative criticism. They may feel embarrassed by criticisms and overlook constructive suggestions. They may be reluctant to accept any criticism if it comes from someone they find unattractive. If they dislike their boss but are still sexually attracted to them, they may focus on positive criticism while ignoring negative criticism. This can lead to a double standard where some employees receive preferential treatment based on sexual attraction.
Employees who are not sexually attracted to their boss may interpret criticism objectively. They may listen carefully to all critiques and consider them fairly. They may see criticism as an opportunity to learn and grow. They may take positive criticism seriously but reject negative criticism if they disagree. This can create a culture where everyone receives equal feedback regardless of their relationship status with management.
Performance Evaluation
Performance evaluations assess an employee's job performance in terms of skills, knowledge, attitude, behavior, and results. They may be periodic, annual, or ad hoc. The purpose of performance evaluation is to identify strengths and weaknesses, set goals, assign tasks, reward achievements, and recognize accomplishments. Performance evaluations have positive and negative aspects. Positive performance evaluations include praise, recognition, promotions, bonuses, and raises. Negative performance evaluations involve warnings, demotions, transfers, or dismissals.
When an employee receives a performance evaluation, they may interpret it based on their level of sexual attraction towards the source. If they are sexually attracted to their boss, they may be more likely to believe positive reviews and ignore negative ones. They may feel validated by praise and discouraged by criticisms. They may be reluctant to accept any criticism if it comes from someone they find unattractive. If they dislike their boss but are still sexually attracted to them, they may focus on positive reviews while ignoring negative ones. This can lead to a double standard where some employees receive preferential treatment based on sexual attraction.
Employees who are not sexually attracted to their boss may interpret performance evaluations objectively. They may see the review as an accurate reflection of their work. They may take positive reviews seriously but reject negative reviews if they disagree. This can create a culture where everyone receives equal attention regardless of their relationship status with management.
Sexual attraction influences how employees receive feedback, criticism, and performance evaluations. Sexual attraction can make people more biased and defensive. It can also create a double standard where some employees receive special treatment due to their personal relationships. Objectivity is important for fairness, equality, and professional growth. Supervisors should avoid basing decisions on sexual attraction and encourage all employees to receive feedback, criticism, and performance evaluations without prejudice.
How does sexual attraction alter employees' interpretation of feedback, criticism, and performance evaluation?
Sexual attraction has been observed to alter employees' interpretation of feedback, criticism, and performance evaluation in various ways. When an employee is attracted to their supervisor, they may interpret negative feedback as less harsh than it actually is, leading to a misrepresentation of reality that can harm both parties. On the other hand, positive feedback may be interpreted more positively due to the romantic feelings involved, which could lead to inflated self-esteem and overconfidence.