![]() ![]() In another often-cited 1985 study, A Critical, Objective Review of Performance Feedback, Balcazar and Hopkins call it providing information to employees about their past performance. ![]() In an often-cited 1981 paper, Performance Feedback in Organizational Behavior Management: A Review, Prue and Fairbank said performance feedback provided information about the quantity and quality of someone’s past performance. (1) You might think this is a rhetorical question, but it isn’t. My research review shows two persistently different answers to this question. ![]() Read on, because you may be surprised too! What is performance feedback? In this article, I will share some of the key findings with you and discuss the implications for people leaders and those who support them. I was also surprised to find some critical rules for evaluative situations that are the opposite in learning situations. I compiled and analyzed decades of performance feedback research to help this HRBP. This analysis was the most extensive review I’ve done in this area, and I was surprised by some of the findings.įor example, I was surprised that three major studies, in 1985, 1996, and 2001 all found feedback was effective at improving performance around 50% of the time. That is like flipping a coin! If you said yes to any of these questions, this article is for you! Sound familiar? Have you ever wondered why so many people leaders can’t or won’t provide feedback, especially to low performers? Or, why so many people who get performance feedback do nothing with it? #Appraisal feedback should be focused on how toShe responded, “Can you help me teach my managers how to give good feedback?” You can listen to this article on the Org. “Because she is a new manager, and like most of our new managers, she doesn’t know how to give good feedback,” she said. She said, “Because I have to coach one of my managers on how to give performance feedback.” “How are you doing,” I asked the Human Business Partner (HRBP). ![]()
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