08. How Does Feedback and Evaluation Affects Employee Onboarding Process?
What is Feedback for Employees in an organization?
Forms of Feedback
1. Positive Feedback
The study of Lee, et al.
Figure 1: Analytical Model - Positive Feedback
Source:
2. Negative Feedback
According to Kim & Kim (2020) Negative feedback is defined as the correction of failed work by an employee or criticizing them. In their research, it was found that bottom-up (followers to supervisors) negative feedback works more than from top-down to improve creativity. The negative feedback from supervisor to followers and peer to peer (lateral feedback) is not recommended due to hindered creativity has been found through the research.
Figure 2: Research Model for Negative Feedback
Source:
The above research model in Figure 2, represents the proposed framework for negative feedback which will lead to affect the performance of the employees. The results after testing the hypothesis found that employees’ core self-evaluation (CSE) is associated with the internal or external attribution towards motivation to learn which will affect performance. Further, it is the negative feedback that will impact both internal and external attributes in motivation such as self-service purposes and performance-driven purposes respectively.
Hence, conversely, negative feedback, as explored by Kim & Kim (2020) and supported by the research model by Xing et al. (2018), reveals its complexities. While corrective feedback is crucial for improvement, the source and direction of such feedback matter. Bottom-up negative feedback, emanating from followers and peers, has been found more effective in enhancing creativity, as compared to top-down feedback. The interplay between employees' core self-evaluation and their motivation to learn underlines the dynamic relationship between negative feedback and employee performance. It is not recommended to use negative feedback at the onboarding level for an employee.
3. Constructive Feedback/ Developmental Fb
Zhang, et al.
Further, Cai, et al.
Therefore, constructive feedback, often characterized as developmental feedback, as studied by Zhang et al. (2019) and Cai et al. (2019), emphasizes improvement over praise or criticism. This form of feedback strengthens relationships between supervisors and employees, providing a comfortable space for open communication. Hence, praising is highly recommended during the onboarding process. Further, feedback to develop themselves as new employees in the organization can be proposed as a feedback method.
4. Real-Time feedback (RTF)
This type of feedback has been used traditionally in performance
appraisal and in continuous development in organizations. Rivera, et al.
You can find more information on RTF using the above link.
Therefore, in the onboarding process, it can be suggested that using RTF is beneficial to promote communication between the mentor/ supervisor with the new employees but it should be more informative than providing a rate.Conclusion
The feedback given to employees by their supervisors/ managers in an organization plays a pivotal role in shaping their motivation, performance, and overall growth. The impact of feedback, whether positive or negative, extends beyond just employees and is observed in various contexts, including academic settings. Different forms of feedback offer unique outcomes for individuals and teams within the organization.
In summary, feedback for employees is a multifaceted tool that can significantly influence motivation, performance, innovation, and relationships within an organization. Employing the appropriate type of feedback and considering contextual factors, such as culture and bias, is crucial for controlling its full potential and fostering a conducive work environment for growth and development.
In conclusion, the most effective type of feedback for the onboarding process depends on various factors, including the organization's culture, the nature of the job, and the individual needs of employees. A balanced approach that incorporates a mix of positive, and constructive feedback, delivered in real-time, can contribute to a successful onboarding experience and help employees integrate, perform, and contribute effectively within the organization. However, negative feedback can be avoided at the beginning of the employee journey in an organization.
References
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developmental feedback on employee innovative behavior: roles of psychological
safety and face orientation. Journal of Psychology in Africa, 29(5), pp.
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[Accessed 24 August 2023].
Kim, Y. J. & Kim, J.,
2020. Does negative feedback benefit (or harm) recipient creativity? The role
of the direction of feedback flow.. Academy of Management Journal, 63(2),
pp. 584-612.
Available at: https://bpb-us-w2.wpmucdn.com/u.osu.edu/dist/9/75088/files/2020/07/Kim-Kim-2020-AMJ.pdf
[Accessed 23 August 2023].
Lee, W. R., Choi, S. B. & Kang, S.-W., 2021. How
Leaders’ Positive Feedback Influences Employees’ Innovative Behavior: The
Mediating Role of Voice Behavior and Job Autonomy. Sustainability, 13(4),
pp. 1-13.
Available at: https://www.mdpi.com/2071-1050/13/4/1901
[Accessed 15 August 2023].
Lipnevich, A. A. & Panadero, E., 2021. A Review
of Feedback Models and Theories: Descriptions, Definitions, and Conclusions. Testing
and Applied Measurement, Volume 6.
Available at: https://www.frontiersin.org/articles/10.3389/feduc.2021.720195/full
[Accessed 20 August 2023].
Rivera, M., Jiang, C. & Kumar, S., 2023. Seek and Ye
Shall Find: An Empirical Examination of the Effects of Seeking Real-Time
Feedback on Employee Performance Evaluations. Information Systems Research.
Available at: https://pubsonline.informs.org/doi/abs/10.1287/isre.2021.0130
[Accessed 22 August 2023].
Rivera, M., Qiu, L., Kumar, S. & Petrucci, T., 2021. Are
Traditional Performance Reviews Outdated? An Empirical Analysis on Continuous,
Real-Time Feedback in the Workplace. Information Systems Research, 32(2),
pp. 517-540.
Available at: https://dl.acm.org/doi/abs/10.1287/isre.2020.0979
[Accessed 22 August 2023].
Su, W., Lin, X. & Ding, H., 2019. The Influence
of Supervisor Developmental Feedback on Employee Innovative Behavior: A
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[Accessed 25 August 2023].
Su, W. et al., 2019. Supervisor developmental
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of Psychology in Africa, 29(5), p. 435–442.
Available at: https://www.researchgate.net/profile/Su-Weilin/publication/337078878_Supervisor_developmental_feedback_and_employee_performance_The_roles_of_feedback-seeking_and_political_skill/links/5f3645c592851cd302f43588/Supervisor-developmental-feedback-and-employee-performance-The-roles-of-feedback-seeking-and-political-skill.pdf
[Accessed 22 August 2023].
Xing, L., Sun, J.-M., Jepsen, D. & Zhang, Y.,
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attribution perspective. Journal of Organizational Behavior Management, 38(2),
pp. 97-115.
Available at: https://www.researchgate.net/profile/Yejun-Zhang-3/publication/353461096_Supervisor_Negative_Feedback_and_Employee_Motivation_to_Learn_An_Attribution_Perspective/links/626975d2bfd24037e9d88d67/Supervisor-Negative-Feedback-and-Employee-Motivation-to-Learn-An-Attribution-Perspective.pdf
[Accessed 15 August 2023].
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This article does a great job explaining how feedback can impact employees' experiences when they start a new job. It talks about different types of feedback, like positive, negative, and constructive feedback, and how they affect motivation and performance. It also mentions real-time feedback and how it can be helpful but should be used carefully. The article is easy to understand and provides useful information for both employees and companies. Good job!
ReplyDeleteThanks Prasadini. I recommend you to read this article on "How leaders' positive feedback influences employees' innovative behaviour: The mediating role of voice beahaviour and job autonomy" by Lee et al. (2021).
DeleteThe research collected survey data from 527 Korean employees across various industries and analyzed it using a structural equation model. The study's findings revealed several important points. Firstly, positive feedback from leaders had a positive influence on followers' voice behaviors, job autonomy, and innovative behaviors. In other words, when leaders provided constructive feedback, it contributed to enhancing their followers' willingness to speak up, their sense of autonomy in their jobs, and their overall innovative behaviors. Secondly, the study found that both voice behavior and job autonomy acted as mediators between the leader's feedback and the followers' innovative behavior. This means that positive feedback from leaders not only directly influenced followers' innovative behaviors but also did so indirectly by fostering greater voice behavior (open communication) and increasing job autonomy (empowerment).These findings suggest that a leader's feedback behavior plays a crucial role in promoting innovative behaviors among followers within the context of organizational innovation. The study recommends that organizations and managers recognize the benefits of feedback activities and work to establish mechanisms that effectively connect these feedback activities with employees' innovation behaviors.
https://rb.gy/sthr9
Thank you, Nethmee, for sharing that insightful recommendation. It's fascinating to see how positive feedback from leaders can have such a significant impact on employees' innovative behavior. The study by Lee et al. (2021) underscores the multifaceted nature of feedback's influence, where it not only directly shapes innovative behaviors but also operates through pathways like increased open communication and empowerment. This further highlights the pivotal role that leadership plays in fostering a culture of innovation within organizations
DeleteThank you, Nethmee, for sharing that insightful recommendation. It's fascinating to see how positive feedback from leaders can have such a significant impact on employees' innovative behavior. The study by Lee et al. (2021) underscores the multifaceted nature of feedback's influence, where it not only directly shapes innovative behaviors but also operates through pathways like increased open communication and empowerment. This further highlights the pivotal role that leadership plays in fostering a culture of innovation within organizations
DeleteThank you, Nethmee, for sharing that insightful recommendation. It's fascinating to see how positive feedback from leaders can have such a significant impact on employees' innovative behavior. The study by Lee et al. (2021) underscores the multifaceted nature of feedback's influence, where it not only directly shapes innovative behaviors but also operates through pathways like increased open communication and empowerment. This further highlights the pivotal role that leadership plays in fostering a culture of innovation within organizations
DeleteThank you, Nethmee, for sharing that insightful recommendation. It's fascinating to see how positive feedback from leaders can have such a significant impact on employees' innovative behavior. The study by Lee et al. (2021) underscores the multifaceted nature of feedback's influence, where it not only directly shapes innovative behaviors but also operates through pathways like increased open communication and empowerment. This further highlights the pivotal role that leadership plays in fostering a culture of innovation within organizations
DeleteThank you, Nethmee, for sharing that insightful recommendation. It's fascinating to see how positive feedback from leaders can have such a significant impact on employees' innovative behavior. The study by Lee et al. (2021) underscores the multifaceted nature of feedback's influence, where it not only directly shapes innovative behaviors but also operates through pathways like increased open communication and empowerment. This further highlights the pivotal role that leadership plays in fostering a culture of innovation within organizations
DeleteThank you, Nethmee, for sharing that insightful recommendation. It's fascinating to see how positive feedback from leaders can have such a significant impact on employees' innovative behavior. The study by Lee et al. (2021) underscores the multifaceted nature of feedback's influence, where it not only directly shapes innovative behaviors but also operates through pathways like increased open communication and empowerment. This further highlights the pivotal role that leadership plays in fostering a culture of innovation within organizations
DeleteThank you, Nethmee, for sharing that insightful recommendation. It's fascinating to see how positive feedback from leaders can have such a significant impact on employees' innovative behavior. The study by Lee et al. (2021) underscores the multifaceted nature of feedback's influence, where it not only directly shapes innovative behaviors but also operates through pathways like increased open communication and empowerment. This further highlights the pivotal role that leadership plays in fostering a culture of innovation within organizations
DeleteGreat article and I agree that you emphasized feedback plays a crucial role in shaping employee motivation, performance, and overall growth. Research has shown that both positive and negative feedback can impact employee motivation and performance. Bottom-up feedback and reward systems have been found to be more effective in motivating employees. Feedback has also been significant in students' academic lives, with scholars creating theories and models to highlight its importance. Further, the forms of feedback include positive feedback, which influences employees positively through leaders, negative feedback, which is the correction of failed work by an employee or criticizing them, and constructive feedback/developmental feedback, which emphasizes improvement over praise or criticism.
ReplyDeleteIn the broader context of integrating the new employee into the organization, onboarding may be taken into account. The process by which a person develops the attitudes, behaviors, and information necessary to successfully participate as a new organizational member has been referred to historically as socialization (Van Mannen & Schein, 1979).
Yes, Niru you are right! Your summary shows that you have understood the article well. Further, I agree with your comment on socialization in the onboarding process. Petrilli et. al (2022) state that a structured digitalized onboarding process is relevant for businesses that are still employed remotely. It would be difficult to make the employees engaged when they work remotely. However, they say that it can be overcome through this effective process to provide the right information and feedback for the new employees to be familiar.
DeleteAn excellent piece, and I concur that your stress on feedback's significance in influencing employee drive, effectiveness, and holistic development is commendable. Studies underline that both positive and negative feedback exert an influence on employee motivation and performance. Notably, feedback that originates from lower levels of hierarchy and is intertwined with reward mechanisms tends to be more potent in inspiring employees. Feedback's substantial role also extends to students' academic journeys, with scholars devising theories and frameworks to underscore its relevance.
ReplyDeleteAn excellent piece, and I concur that your stress on feedback's significance in influencing employee drive, effectiveness, and holistic development is commendable. Studies underline that both positive and negative feedback exert an influence on employee motivation and performance. Notably, feedback that originates from lower levels of hierarchy and is intertwined with reward mechanisms tends to be more potent in inspiring employees. Feedback's substantial role also extends to students' academic journeys, with scholars devising theories and frameworks to underscore its relevance.
ReplyDeleteHi Nethmee,
ReplyDeleteYou have gone through an uncommon topic but need to discuss it. Nice work. Giving feedback is a well-established practice in human resource management. Thus, annual or quarterly appraisals are often set up in companies. But can an employee trust the information he is given in feedback interviews? As the employer knows that his staff will react to the information, he might have an incentive to give strategic rather than truthful feedback. Often the employer has a better perception of how capable his employees are to fulfill their jobs than they themselves know. Especially, when someone enters a new job, he only has an expectation about how well he will perform. For many tasks and due to more experience an employer who has observed the output of an employee gives a good impression of the employee’s talent for a certain task. Then the question arises if it makes sense for the employer
to inform his staff members honestly about their actual ability?
Hi Hasini,
DeleteThat is a very good concern. I have wrote an article on feedback cos something similar came to my mind and I found that many factors affect when providing feedback to an employee. You may find the link to my article on it below.
https://hrnethmeeswesoft.blogspot.com/2023/08/how-does-feedback-and-evaluation.html
If i answer your question, there are 4 types of feedback I have realised in the above article too. In one of the pieces of literature I referred, it states that Gender bias is visible in many organizations when providing feedback to employees (Rivera, et al., 2021). As you have mentioned, the quality of the feedback may differ through biases. The study has found that male managers provide positive real-time feedback to females without mentioning the negativities which is the same scenario for female managers to male subordinates. This may raise an issue of the feedback quality.
Recommendations: I suggest that online feedback methods such as anonymous feedback would avoid this gender bias issue. Further, the managers should be trained to provide effective feedback with positives and negatives as a sandwich method proposed by Mary Kay Ash in 1980s (Cochran, 2021). However, in some articles it was found that his Sandwich method does not positively affect the employees to get motivated but it confuses them as it is not directly mentioning the negativities as explained by Zhang, et al. (2019). Therefore, constructive feedback has been recommended depending on the job role and the culture of the organization. Hence, I can conclude that depending on nature of the job we can select the feedback style and you may get more information through my article mentioned above. Please ask further questions if any.
The many sorts of feedback and their effects on worker performance and motivation are thoroughly explored in this article. It's interesting to observe how various types of feedback, whether positive, negative, constructive, or in-the-moment, can have diverse impacts on workers' behaviour and development as a whole.
ReplyDeleteHave you discovered via experience or research that there are particular industries or organisational cultures where a certain kind of feedback, whether it be constructive, critical, or positive, is more common or successful throughout the onboarding process? What impact do culture and the context of the industry have on the feedback technique choice?
The paper emphasizes the value of feedback in influencing motivation and output in both professional and academic settings. It aligns with contemporary methods to employee engagement by emphasizing bottom-up feedback and reward systems. Feedback has an impact on relationships, motivation, performance, and innovation. Its nuanced method mixes constructive and positive feedback in real-time. A well-rounded strategy can improve new hire onboarding, staff integration, performance, and contributions.
ReplyDeleteYou have gained sufficient knowledge from my article Gayan. It states that free text feedback included recommendations to rearrange tasks throughout the onboarding process; clarifying mentor responsibilities and expectations; and providing an overview of the checklist to new faculty members on day 1 by Baker & T. DiPiro (2019). The information, along with the feedback from faculty interviews, was then used to construct the new onboarding tool. Therefore, it has been noticed the importance of feedback during the onboarding process through research.
DeleteYour blog provides a comprehensive overview of the significant role feedback plays in the employee onboarding process. The exploration of various forms of feedback, from positive and negative to constructive and real-time, highlights the nuanced impact each has on motivation, performance, and relationships within an organization. The incorporation of research findings adds depth to the discussion, illustrating the complexities and potential benefits of different feedback approaches. Your conclusion underscores the importance of tailoring feedback to organizational culture and individual needs while emphasizing the positive and constructive aspects for a successful onboarding journey.
ReplyDeleteGreat article to read. Feedback and evaluation are essential components of any onboarding process. They help to ensure that new employees are getting the support they need to succeed, and that the onboarding program is effective. According to Simone(2023), Giving effective feedback to new hires is an ongoing process that should be timely, specific, and constructive. To ensure success, it is important to set clear and measurable goals and criteria, provide feedback regularly and frequently, and balance positive and negative feedback. Additionally, the SBI model should be used to describe the Situation, the Behavior, and the Impact of the behavior. Furthermore, it is essential to ask for the new hire's perspective and input, listen actively and empathetically, offer suggestions and resources for improvement, and follow up on the progress and results.
ReplyDeleteYour blog on the role of feedback and evaluation in employee performance is spot-on. The importance of constructive feedback for employee growth and the organization's success cannot be overstated. Your article does an excellent job of breaking down the types of feedback and how they can be effectively used. I particularly liked the section on 360-degree feedback, which is often overlooked. How can organizations ensure that the feedback process is transparent and unbiased?
ReplyDeleteYour conclusion expertly highlights feedback's complex significance in employee development, creativity, and organizational relationships. Your sophisticated understanding is shown in your balanced advice for a variety of feedback kinds in onboarding to foster workers' integration, growth, and contribution.
ReplyDeleteOverall, your article is well-researched, thought-provoking, and practically applicable, making it a wonderful resource for anyone interested in understanding the complexities of feedback dynamics in the onboarding process. Congratulations on writing such an in-depth and informative post!
An insightful and comprehensive exploration of the impact of feedback on the employee onboarding process. The article effectively highlights the diverse nature of feedback, ranging from positive to negative and constructive forms. The study by Lee et al. (2021) underscores the positive influence of leaders' feedback on employee behavior and performance, emphasizing the role of praise and encouragement. Similarly, the discussions on negative feedback by Kim & Kim (2020) and Xing et al. (2018) shed light on its complexities, advocating for a balanced approach that considers the source and direction of such feedback. Moreover, the incorporation of real-time feedback (RTF) and its implications, as addressed by Rivera et al. (2021, 2023), enriches the discourse on effective communication and growth within organizations. The article aptly concludes by emphasizing the significance of context, culture, and tailored feedback approaches for a successful onboarding journey.
ReplyDeleteQuestion: How can organizations strike a balance between providing constructive feedback and maintaining a positive work environment during the onboarding process?
Thanks for raising that up Anuradha. I have analysed a few articles and made this flow of providing feedback during the onboarding process. Shufutinsky (2019 states that first, communicate clear expectations for performance and behavior in order to avoid negative feedback to occur. This helps new employees understand what is expected of them, reducing misunderstandings. Focus on acknowledging and praising the new employee's strengths and early successes. Positive reinforcement can help boost confidence and morale, creating a positive atmosphere. Schedule regular one-on-one check-ins with the new employee. These meetings can provide an opportunity for open conversations, where feedback can be shared in a supportive and constructive manner. According to Kapusy (2022), it is better to begin feedback discussions by highlighting the employee's strengths and positive contributions. This creates a foundation of positivity before addressing areas that need improvement. Provide specific examples when giving feedback. Instead of vague statements, use concrete instances to illustrate your points. This makes the feedback more actionable and less likely to be interpreted negatively. Aim for a balance between positive feedback and areas for improvement. This prevents the new employee from feeling overwhelmed by criticism and instead encourages growth. Encourage new employees to assess their own performance and areas for improvement. This self-awareness can make feedback discussions more collaborative and less one-sided. Position feedback as a way for the new employee to develop and grow within the organization. Emphasize that everyone, regardless of their level of experience, can benefit from learning and improvement. When providing feedback, use "I" statements to avoid sounding accusatory. For example, say "I noticed that..." instead of "You did this wrong." Alongside pointing out areas for improvement, suggest possible solutions or resources to help the new employee address those areas. Create an environment where the new employee feels comfortable asking questions and seeking clarifications. This open communication can prevent misunderstandings that could lead to negative feelings. Train managers and mentors on giving effective feedback. This ensures that feedback is given in a way that is helpful and supportive, rather than demotivating. Acknowledge the effort put into the onboarding process. Learning a new role and company culture takes time and energy, and recognizing that effort can foster a positive atmosphere. Frame feedback as part of a continuous improvement approach that benefits both the employee and the organization. This conveys the message that everyone is working together to achieve success.
DeleteHi Nethmee, Good article to read, During the onboarding process, you've brought up some important points about how to give effective comments. In fact, feedback is a key part of helping new employees fit in, do their jobs well, and make a positive contribution to the company.In the end, a good feedback strategy for onboarding is a mix of praising accomplishments, giving critical advice, and helping in real time. By making feedback fit each person's needs and taking into account the organization's mindset and the nature of the job, new employees are more likely to feel supported, motivated, and in charge as they start their journey within the organization.
ReplyDeleteThis comment has been removed by the author.
ReplyDeleteThe blog post delves into the intricate relationship between feedback and the employee onboarding process, showcasing its diverse forms and their impact on motivation, performance, and development. It elucidates that positive feedback can bolster employee behaviour and performance, while negative feedback's effectiveness depends on its direction. Constructive feedback emphasises improvement and communication, with real-time feedback as a valuable tool if used informatively. The article underscores the significance of feedback in both workplace and academic settings, ultimately advocating for a tailored approach to feedback during onboarding for optimal results, prioritising positive and constructive approaches over negative feedback at the initial stages of an employee's journey.
ReplyDeleteYour observation about the crucial role of feedback in the workplace is spot on. The feedback loop between employees and their supervisors or managers is indeed a cornerstone of effective communication and growth within an organization. Constructive feedback not only fuels motivation and performance but also serves as a catalyst for continuous improvement and development. It's fascinating how this principle holds true not only in professional settings but also extends to academic contexts, showcasing the universality of its impact on learning and progress. Your exploration of the diverse outcomes that different forms of feedback bring adds depth to the understanding of its significance. By recognizing the multi-faceted influence of feedback, you've highlighted its power to shape not only individuals but also the overall dynamics of teams and organizations. Well done in shedding light on this crucial aspect of fostering growth and success!
ReplyDelete