Every organization faces a shortage of resources including skilled human resources. This necessitates the emphasis on performance so that organizations can hire as few employees as possible while raising performance to the highest possible levels. Contemporary managers have the task to raise employee motivation so as to raise employee performance. This means that managers have to provide timely performance feedback so as to give direction to employees. Performance feedback is not a one-off issue but is a critical constituent in the continuous enhancement of contemporary workforce improvement (Anseel, Lievens, & Schollaert, 2009, p. 24). Performance feedback equips employees with the knowledge to modify their behavior so as to improve their individual and consequently group performance. At the absence of performance feedback employees are left in guesswork as they contemplate which areas to focus more efforts so as to develop professionally.
Aguinis, Gottfredson, & Joo (2012, p. 105) define performance management as the provision of information concerning an employee’s past conduct with respect to the stated goals and standards of behavior and results. The objective of performance feedback is to help the employee improve individual as well as team performance, employee engagement and motivation and ultimately job satisfaction. While there is consensus that performance feedback help in the attainment of the foregoing organizational goals, managers often find themselves uncomfortable in providing performance feedback. On other occasions, the provided feedback does greater harm than good with regard to helping employees to change behavior and improve performance. Aguinis, Gottfredson, & Joo (2012, p. 105) report research findings in which a study conducted across 131 studies shows that in over one-third of the cases, performance feedback resulted in actual decrease in performance. This essay analyses the best approaches and shortfalls of the process of performance feedback as well as the ways in which managers can utilize their skills to manage results.
Importance and role of performance feedback in contemporary organizations
Researchers are in agreement that provision of performance feedback is a key ingredient that facilitates learning. This in turn raises motivation and also facilitates the growth of expertise. Lack of effective feedback is often associated with many organizational problems (Oettingen, Marquardt, & Gollwitzer, 2012, p. 990). An employee who receives little or ineffective performance feedback has a high potential for improvement. The provision of such feedback to this group enables organizations to raise individual performance and consequently organizational performance (Anseel, Lievens, & Schollaert, 2009, p. 25). The emergence and popularity of models such as total quality management is enough evidence of the value of performance feedback in contemporary organizations. Total quality management utilizes focused...