The Effect of Feedback on Performance and Self-Concept

High-performance culture is constantly making efforts to improve. Continuous feedback is necessary for this continuous improvement. Without feedback, you are blind. At best, you will achieve your goal unexpectedly. In the worst case, you walk unconsciously in the darkness and never will arrive at your destination (retrieved from www.opm.gov on 28th September 2013). Avoiding feedback can be very harmful, people are always in trouble. Positive or negative feedback not only improves / degrades performance but also has a big impact on the individual's self-concept.

With effective feedback, employees can measure performance. There are two forms of feedback useful for employees. They can be explained as positive feedback and constructive feedback. Positive feedback is said to build confidence and maintain confidence. Not only is it an incentive, it is also highly likely to repeat positive achievements. Constructive feedback deals with areas where improvements are deemed necessary. When providing constructive feedback, emphasis is placed on expected performance in the future, not past actions. Hopefully performance will improve and employee confidence will be maintained.

Effective and timely feedback is an important element of a successful performance management plan and should be used in conjunction with setting performance goals. If employees receive effective feedback on the progress of the goal, employee performance will improve. People need to know how they work, how they work, and how they work. The climate and culture of the organization is similar to the mortar of a brick wall. It can support the wall very strongly, or close to the state of failure you need to change or modify ...