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Job Performance Feedback: Methods & Examples

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  • 0:02 Job Performance Feedback
  • 1:01 Examples
  • 4:19 Lesson Summary
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Lesson Transcript
Instructor: Noel Ransom

Noel has taught college Accounting and a host of other related topics and has a dual Master's Degree in Accounting/Finance. She is currently working on her Doctoral Degree.

This lesson includes an overview and explanation of some of the ways employers can provide specific employee feedback on job performance within an organization. Learn why timely feedback is important - to both the employer and employee.

Job Performance Feedback

It's important for an employee to understand how well he or she is performing on the job. Whether his or her job performance is totally awesome or needs some improvement, employers must have ways to communicate job performance to employees on a periodic basis. Job performance feedback is the process of providing information on how an employee is progressing on the job.

There are many ways an employer can provide feedback to employees. Some of the ways the company can provide employee feedback are through an individual development plan or IDP, mid-year and annual reviews, on the spot feedback, and through employee recognition programs. It is important for employers to provide specific feedback on employee job performance so employees will know how well they are performing during the year. When employees receive timely feedback, they have enough time to improve their job performance before the next review, which gives employees an opportunity to grow.

Examples

An individual development plan is a step by step outline of specific skill areas an employee wants to develop. An employee completes the individual development plan and provides the goals he or she wants to accomplish. The employee provides a target date of completion for each goal and some concrete steps the employee will take to achieve each target. The employer reviews the development plan and also provides feedback on the ways the employee can accomplish each goal. The employer may also provide some additional tools or tips to help the employee with their development plan.

For example, Susan wants to go back to school to obtain her doctorate degree in business management. She knows her company will provide tuition assistance for her degree program. Susan includes her plans to obtain her doctorate degree in her individual development plan with specific steps she wants to take to receive the tuition assistance and the timeframe to complete her degree. Susan and her manager review her individual development plan and her manager approves her for the tuition assistance program. Susan and her manager review her individual development plan every six months to ensure she is on track to reach her goals.

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