Importance Of Performance Feedback In Organizational Performance

Organizations have successfully used performance feedback for over 20 years in order to increase organization performance (Alvero et. al., 2001). Thus, performance feedback is continuously used afterwards in order to change the performance of organization in a positive way.

Performance feedback is the process which information is given to a person regarding the quantity or quality of their past performance usually by the human resources personnel or the supervisor to the employee. Performance feedback also means the information being transmitted back to the responder following a particular performance of him or her which is stated by (Sulzer-Azaroff et. al., 1991). Whereas, Daniels (1994) stated that performance feedback as information about

Hence, the feedback given by the managers to the employees need to be related with those goals. This means that the managers need to tell precisely to the employees that either they are achieving the established employee performance expectations and goals or not. Timing is also an important factor in order to have an effective performance feedback. Employees deserve to receive information about their performance as timely as possible. If improvements needed, they deserve to know it earlier hence they could improve themselves in to achieve the target. The most important value in giving performance feedback is manner. The managers need to give the feedback to the employees in a manner that will best help improve performance since human responds well to the information presented in a positive way. Thus, with these three factors in focus, an effective performance feedback can be obtained which can be designed into a performance management process. Through this initiative, employee and team performance will be increases and lead to an effective

The information that received from employees feedbacks are represents about the effectiveness of one’s work behaviour. However, according to Aguinis (2009), define performance feedback as information about an employee’s past behaviours with respect to established standards employee behaviour and results. Main goals of performance feedback as to improve performance of individual or employee and team performance, as well as employee engagement, motivation, and job satisfaction.

Therefore, managers is always feelings uncomfortable by giving responds on performance feedback (Aguinis, 2009) and such feedback often does more harm than positive in terms of to help employees by improving their performance (DeNisi & Kluger, 2000). Other than that, Kluger and DeNisi (1996), has conducted an extensive literature review and he concluded that performance feedback more than one-third of the cases, actually resulted in decreased performance across the 131 studied they