Performance Management: Feedback As A Tool Of Managing Performance (E)
What is the right approach of manager to performance management? How to encourage performance? How to deal with underperformance?
Posted: May 2010
The basic of successful performance is the feedback. The feedback is the information given to employee on his performance. The goal of the feedback is to give the information of the performance level. Another goal is to raise the awareness of the employee that important process activities are monitored and evaluated.
The most important feedback is the one from the direct supervisor. The feedback is giving the information on the performance and its effect on overall business. It helps to the employee to bring the performance to the desired level. The feedback raises awareness, devotion to the work, effort for improvement. The feedback also identifies the activities that need to be identified in order to enhance the performance.
The feedback can be non-formal and formal. The non formal feedback can occur during the everyday's activity. The formal feedback is given during the review meeting, and periodical performance reviews.
The main elements of feedback are:
Feedback can be given from supervisor, but from co-workers.
Feedback should be direct Face To Face. The phone calls should be used exceptionally.
Feedback can be positive ( constructive feedback ) or negative ( development feedback ).
The feedback need to have the right balance of the positive and negative feedback
The right balance of positive and negative elements is the key for successful feedback.
The right balance depends of the situation, readiness of employee and the judgment of the supervisor.
Performance Management And Employee Development
Full Performance Standards
Reasons For Underperformance
Feedback As A Tool Of Managing Performance
Obstacles In Performance Management
Managing The Underperformance
Handling The Problematic Employees