Reference no: EM132229765
Effective managers provide specific performance feedback to employees in a way that elicits positive behavioral responses. Because of the importance of performance feedback for an effective performance management system, many companies are training managers on how to provide feedback. To contribute to the effectiveness of a performance management system through providing effective feedback, managers should consider the following main recommendations:
A. Feedback should be given frequently
B. Create the right context for the discussion
C. Ask the employee to rate his or her performance before the session
D. Have ongoing, collaborative performance conversations
E. Recognize effective performance through praise
F. Focus on solving problems
G. Focus feedback on behavior or results
H. Minimize criticism
I. Agree to specific goals and set a date to review progress
Select the most appropriate feedback recommendation based on each description.
(Click to select) Feedback should be given frequently Create the right context for the discussion Ask the employee to rate his or her performance before the session Have ongoing, collaborative performance conversations Recognize effective performance through praise Focus on solving problems Focus feedback on behavior or results Minimize criticism Agree to specific goals and set a date to review progress
1. This recommendation can be productive in that it can make the session go more smoothly by focusing discussion on areas where disagreement exists.
2. This recommendation reduces anxiety, uncertainty, and feelings of lack of fairness and control that employees typically experience in a manager-driven “tell-and-sell” or “tell-and-listen” approach.
3. Having been confronted with the performance problem, if the manager continues to generate more and more examples of low performance, the employee may get defensive.
4. This recommendation is one of the most effective motivators of performance.
5. A major determinant of the effectiveness of a feedback session is the degree to which the subordinate is not surprised by the evaluation.
6. Managers have a responsibility to correct performance deficiencies immediately on becoming aware of them.
7. Managers should choose a neutral location for the feedback session.
8. A common mistake that managers make in providing performance feedback is to try to use the session as a chance to punish poorly performing employees by telling them how utterly lousy their performance is.
9. This feedback is best accomplished by discussing the employee’s actions and accomplishments.
10. The purpose of the session is to give accurate performance feedback, which entails recognizing effective performance as well as poor performance.
11. This recommendation requires employees to think about their performance over the past rating period, and it encourages them to think about their weaknesses.