Feedback: What can go wrong? Essay

When rangeing a problem in the performance approximation process, film fillors need to focus on the employee rather than on the performance (Gomez-Mejia, Balkin, & and Cardy, 2010, p. 218). rivet on the employees development overhauls keep a sense of objectivity. If the manager focuses on the performance, instead of on the employee development, the employee may become defensive. If this happens, the effectiveness of the feedback allow for decrease because the employee may become self conscious. Its better to direct feedback toward skill improvement rather than toward the employee performance. Encourage the employee to discuss their relishing and ideas some the problem. If the employee feels they are not a part of the discussion and that they are reasonable being lectured to, the feedback may not be taken as seriously. getting the employee industriously involved in the feedback process sustains ensure they take an active role in the process.In addition, making sure to ac curately touch on the problem helps in developing a solution. If the problem is not accurately identified and defined, then the right solution will be precise difficult to determine. Furthermore, if the feedback from the manager is vague or wishy-washy, the employee may not extrapolate what the manager is trying to say. This miscommunication can diminish the effectiveness of the estimation process. buzz off sure to plainly state the problem and be clear most the desired solution. A performance appraiser may not identify what you are doing well as an employee. As a result, her feedback to you highlights your flaws. You may feel that no matter what you do, your employer cannot be pleased. If you receive a performance appraisal with feedback describing your faults.In addition, make sure to communicate to the employee that they are in fudge of their solution. If the employee feels empowered, they will be more active in fixing both performance problems they are faced with. If the y dont feel empowered, they may not understand that the solution to the problem is in their hands. Managers need to help employees understand they are accountable for solving their performance problem with the help of the manager.The pre-appraisal checklist and preparing for the appraisal. (n.d.). Retrieved from http//hrweb.berkeley.edu/performance-management/cycle/assessment/tips/supervisors/checklist-prepPaulding, B. (2012, 04 09). Performance appraisals Post-appraisal activities. Retrieved from httphttp//human-resources-payroll.knoji.com/performance-appraisals-postappraisal-activities/