Several reasons drive people to seek feedback at work. But what promotes feedback seeking behavior and what are its consequences?
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Even when using reliable scales, raters are prone to subjectivity. To make the most of this subjectivity, 360 degree feedback, also known as multi-source feedback, can be adopted. But how 360 degree feedback can become more reliable?
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Employees’ satisfaction is clearly affected by the feedback and evaluations received from their managers. It is often assumed that laxer evaluations, might lead to greater employee satisfaction with performance; yet, this is not necessarily the case all the time. Let’s see why.
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Negative feedback is never easy to communicate. But does negative feedback provided by coworkers have a better effect than supervisor’s feedback, say on creativity? And what about bottom-up feedback?
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Innovation is more than generating novel ideas; it also involves implementing them and, for this reason, employees, their coworkers and supervisors are all called to play a role in the process. Can feedback be an instrument to increase innovation?
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Organizations are after creativity, and one may rightly wonder whether team creativity can be promoted and reinforced using feedback. Which is more effective in promoting creativity, providing positive or negative feedback?
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Many people experience a hard time getting the information they need from their colleagues. This is because employees may intentionally withhold or hide important information and know-how from their coworkers. How can we avoid it?
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Accurate assessments of employee performance are much needed in organizations. To mitigate the use of heuristics in assessments, raters can be and should be trained to improve their rating accuracy. One effective and frequently used rater training approach is the frame‐of‐reference (FOR) training.
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While there are controversies about performance appraisal (PA) effectiveness, there are still many who advocate the PA programs and believe the issue is due to poor implementation of the practice rather than the practice itself. Supervisors as the main implementer can be influential.
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Have you experienced being perceived as unfair after evaluating the performance of your collaborators? Let’s see why and how to avoid it…
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