OBTAINING PERFORMANCE.

OBTAINING FEEDBACK ON WORK
PERFORMANCE
Approach/Area of Performance
Formal /
Informal?
Who do you use this approach to seek feedback from?
Performance reviews Formal Regular performance reviews are used to seek feedback from employees with the
goal of creating an engagement that results to company and employees satisfaction
(Brightman and Moran, 2015, p. 250). A one on one formal approach is used to
capture the attention of the employees, who then give complete and detailed
information.
Scheduling team meetings Formal Meetings approach will be used to obtain feedback from team members by their
supervisor or team leader. Regular stand-up team meetings enable the team members
to voice their concerns with the management and hence the desired support is offered
(Cribb, 2011, p. 120).
Intelligent delegation Formal Delegation by the top management to the supervisors is used to seek feedback from
the supervisors regarding performance of teams (Cribb, 2011, p. 127). Any
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OBTAINING FEEDBACK ON WORK
PERFORMANCE
concerns get shared with the top management, and this is done formally through
meetings and written reports.
Use of suggestion box Informal The use of suggestion box approach is designed to collect information about any
burning issue from subordinates, supervisors, managers, and other sub-contracted
employees such as cleaners which require top management’s attention (Brightman
and Moran, 2015, p. 260). It is informal because all people within the workplace
are involved and all their concerns are collected for review.
Employee surveys Formal Regular employee surveys are a formal approach used by the management to get
feedback regarding an issue from the employees (Cribb, 2011, p. 124). Regular
survey programs address specific concerns with targeted queries and the employees
are required to show prudence and integrity while responding to them to assist in
proper planning.
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OBTAINING FEEDBACK ON WORK
PERFORMANCE
References
Brightman, B.K. and Moran, J.W., 2015. Managing organizational priorities. Career Development International, 6(5), pp.244-288.
Cribb, A., 2011. Integrity at work: managing routine moral stress in professional roles. Nursing philosophy, 12(2), pp.119-127.
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