How Feedback Directly Effects Performance
Feedback is an essential part of the communication process. Without feedback, a person is essentially unaware of how to change his or her behavior. Since feedback has been proven to increase a person’s performance, feedback should be used to help set new goals. By reflecting on past experiences both personal and/or professional, a person can increase his or her performance. Managers often use this tactic in an organizational setting to build employee development and motivation. However, in some cases feedback can be negative and detrimental to employee development, especially when it is not received with an open mind. When this situation occurs, employees often disregard the feedback received and do not spend much time reflecting and/or setting new goals. Coaching reflection, on the other hand, allows employees to step back and evaluate the feedback received; it provides the employee with the tools needed to think through the feedback, identify his or her mistakes and set new goals (Anseel, Lievens & Schollaert, 2009, p.23).
Brown (2011) discusses the different implications on the amount of feedback desired between employee and management. Does elaborate feedback create better performance outcomes than basic feedback? Research suggests that employees who received more elaborate feedback from management have better performance outcomes than those who only received basic feedback (Jared & Houmanfar, 2009, p.245).
Personally, I believe that employee motivation and performance is driven by feedback. When my supervisor praises me for a job well done, I am more likely to continue my good performance with the hope of receiving the same result. Much like classical conditioning, performance and feedback work the same way; where one stimulus comes to signal the occurrence of a second stimulus. Feedback = Increased Performance.
Traditionally, I provide a lot of feedback; it is in my nature to do so. I work in a field where feedback is required on a daily basis. Feedback is an essential part of my job. It is my responsibility to ensure that all students receiving financial aid understand how it works; all students must know their responsibilities are as a student and as a borrower. In addition, must also make sure that all students understand the repercussion of withdrawing and how it affects their financial aid. The type of feedback I provide my students has a direct impact on the student motivation and willingness to learn. Without financial aid, most students wouldn’t go to college.
References:
Anseel, F., Lievens, F., & Schollaert, E. (2009). Reflection as a strategy to enhance task performance after feedback. Organizational Behavior and Human Decision Processes, 110 (1), 23-35.
Jared, A. C., & Houmanfar, R. (2009). The differential effects of elaborate feedback and basic feedback on student performance in a modified, personalized system of instruction course. Journal of Behavioral Education, 18(3), 245-265.
Johnson, K. R. (2012). The effects of goal orientation and feedback on the notetaking habits and performance of college students. Columbia University. ProQuest Dissertations and Theses, 98, 1-83.
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