performance feedback

Question 1

why feedback matters

Answer 1

with continual feedback, better results

with no feedback, you quickly get off course

Question 2

2 components of performance feedback

Answer 2

1. feedback on past behaviors and performance versus targets
   - assessment on progress toward developmental goals
   -assessment of performance and accomplishments
2. development of a plan for the future
   -performance improvements
   - changes in expectations (targets) and critical job duties
   -review and fresh developmental goals
   -training plan
   -changes in job assignment (rotation or promotion)

Question 3

Before Giving Performance Feedback

Answer 3

You must assess your role in the
employee’s performance.

 How have you helped or hindered them?
 Did you give clear direction, guidance?
 Have you provided or enabled the
development opportunities they need to be
successful
 Did you appropriately follow-up?
 Did you create a psychologically safe
environment?

Question 4

When To Give Performance Feedback

Answer 4

Significant positive or negative
performance changes or events
 Account gain or loss

Natural Time Span of the Job
 End of a project or natural cycle.
 Goal completion
 Annual Review

Question 5

feedback: common rating errors

Answer 5

halo/horns
- overly focusing on specific performance ratings or stereotyping employee by a single personal characteristic

central tendency
-rating all employees as average when individual employee performance actually varies

recency
-basing the rating decision primarily on the most recent performance information while placing much less emphasis on past performance

Question 6

performance feedback tips (at least 3)

Answer 6

-immediate feedback is most useful
-DO NOT HINT! be direct and state the obvious
-refer to the employee’s observable behavior - not attitude
-must be a dialog between manager and employee
-prepare, don’t “wing it”
- have the employee evaluate their own performance
-develop a specific action plan

Question 7

how to make sure performance feedback hits the target

Answer 7

employees must perceive that:

the person offering feedback is reliable and has good intentions toward them

the feedback development process is fair

the feedback communication process is fair