Investigating the interaction between the feedback orientation & the feedback environment on employee performance

Abstract

A positive relationship between a favorable feedback environment and employee performance has been established, thus, researchers and practitioners have been calling for a shift in focus from an annual performance review to using ongoing performance feedback necessary to create a favorable environment. This research seeks to validate the organizational importance of creating a favorable feedback environment, especially for those with a low feedback orientation, who may benefit more than those who already have a high feedback orientation. This study supports the previous findings indicating a favorable feedback environment is positively correlated with employee performance. These findings increase the need for continued exploration into relationships between the feedback environment, feedback orientation, and employee performance, specifically within different industries and organizational work settings (e.g., teams, or remote workers). A better understanding of the feedback process and its environment can assist organizations in developing their workforce and perhaps soften the decibels of the bullhorns calling for the elimination of employee performance reviews.