These progress report can be implemented throughout the year through an effective performance system that includes continuous conversations and discussions about employee progress (Pulakos et al., 2015). She has a Ph D in Industrial and Organizational Psychology and has taught at several institutions.A recent review of performance appraisal research reveals several solid principles that can be engaged as part of a performance management system (De Nisi & Murphy, 2017). Annette has published in several journals, including Journal of Applied Psychology, Personnel Psychology, Human Resource Development Quarterly, and Organizational Research Methods.The feedback needs to be clear, specific and detailed so that employees gain information on their strengths and weaknesses.
Key findings include the need for regular feedback, transparency and employee involvement, rater training as well as the relevance of the specific context feedback is given.
Providing effective performance feedback is a key human resource management strategy to enable organizations to retain and support talent management.
However, De Nisi and Murphy (2017) point out that many of these models need to be more thoroughly tested to assess their effectiveness.
One of the other features of effective performance feedback is in understanding the context in which feedback is provided (De Nisi & Murphy, 2017). Participation in the performance appraisal process and employee reactions: A meta-analytic review of field investigations.
Much of the research on performance feedback has considered particular aspects of the process, including cognitive processes, scales and training, without considering the situation in which the appraisal takes place.
Research in organizational psychology informs us that the climate and culture within the firm shapes the beliefs concerning talent and this can impact the appraisal system (De Nisi & Murphy, 2017). Third, the research shows that attitudes towards performance ratings matter to the incumbent (De Nisi & Murphy, 2017). A meta-analytic review of the literature shows that participation in the appraisal process is important because it is related to employee reactions (Cawley et al., 1998). It is important for management to set specific, difficult goals early in the process rather than vague goals or merely encouraging employees to do their best.Integral to the process is that employees accept the difficult goals and accept the feedback that is given by their supervisor. Performance management can be fixed: An on-the-job experiential learning approach for complex behavior change.Advances in organizational science inform both scientists and practitioners that it is prudent to be aware of how changes in technology and organizational culture influence performance feedback. Wiley Online Library requires cookies for authentication and use of other site features; therefore, cookies must be enabled to browse the site.In fact, justice perceptions are an integral part of performance ratings and can be aligned with effective performance management systems (De Nisi & Murphy, 2017). Research conducted on performance feedback also demonstrates that performance appraisal is an integral component of performance management; however, linking individual and firm performance has been problematic (De Nisi & Murphy, 2017). Performance appraisal and performance management: 100 years of progress? Providing effective performance feedback, as part of an effective performance management system, also enables organizations to identify individuals for promotion and to facilitate lateral transfers through identifying current individual strengths.Goal-setting theory demonstrates that employees respond best to feedback when they are assigned goals that are specific and difficult for task performance (Locke & Latham, 2002).