Positive outcomes of negative feedback: Succeeding with performance appraisals

Abstract

Purpose

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

Design/methodology/approach

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

Findings

Businesses which endeavor to constantly improve are best positioned to gain a competitive edge over their rivals. A willingness to learn from mistakes represents a key part of such an ethos. Performance appraisals are critically important in this respect. The process offers firms a valuable opportunity to measure how each employee has performed in relation to previously established standards and expectations. In a perfect world, everyone would hit their targets all of the time. Appraisal interviews would then become back-slapping bonanzas. And high-fives all round would be the norm. But until such pipedreams become reality, some employees will underperform. That much is inevitable. Companies must address the issue though to avoid alienating those workers who are pulling their weight. Negative feedback thus remains a vital part of the appraisal mix.

Originality/value

The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Citation

(2017), "Positive outcomes of negative feedback: Succeeding with performance appraisals", Human Resource Management International Digest, Vol. 25 No. 2, pp. 31-33. https://doi.org/10.1108/HRMID-01-2017-0012