popular biz reading
Marketing Mix: Promotion
Employee Turnover
Marketing Mix: Price
Planning and Organizing
Maslow's Hierarchy of Needs
Key Performance Indicators
Sustainable Competitive Advantage
Ishikawa Fishbone Diagram
Price Determination
Supply Chain Concept
Employee Induction
3 Basic Finance Statements
Sales Forecast Accuracy
FMCG Sales Boosting
OTIF - On Time In Full
Merchandising at the Point of Sales
Promotion Mix: Advertising
Employee Motivation
Porter's 5 Forces
biz sponsors
BrainCast Relaxation
Advertise on Biz Development
My BrainCast
Energy Booster
biz archive

My Introspective

by Laurus Nobilis
My BrainCast

Performance Management

Performance Management: Feedback As A Tool Of Managing Performance (E)


Performance Management


What is the right approach of manager to performance management? How to encourage performance? How to deal with underperformance?

Posted: May 2010

... Previous

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


Motivation Feedback


Balance of Positive and Negative Feedback

Development 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. 




Related Reading:

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 
Disciplinary Procedure





My BrainCast Self Improvement
blog comments powered by Disqus
My BrainCast My BrainCast energy Booster My Braincast Deep Sleep
My BrainCast Mandala Meditation My BrainCast Relaxation