HRMT300 U5 Ip Optimizing Employee Performance

The Appraisal Feedback Process 1) Discuss what differentiates "good feedback practices" from "bad feedback practices."

Performance appraisal is identified as the systematic evaluation regarding the performance involving an employee as well as to comprehend the capabilities of an individual for further development. There are two types of feedback practices which are good along with bad feedback practices. An important aspect of a manager’s task is delivery of feedback to employees. Feedback is essential as it assists in improvement of performance as well as ensuring standards are accomplished. Good feedback practices are timely as well as meaningful. Moreover, they are specific that is they are direct to the intended point and they are sincere. On the other side bad feedback practices entail dishonesty by lying to an employee like giving them positive feedbacks on tasks that they have done inappropriately. Moreover, they do not address various issues that arise not until the negative habits have developed. Nonetheless, they do not directly and adequately address the specific job regarding the employee or the manner in which the individual is performing the task. Unlike good feedback practices whereby a manger rewards an employee by appreciating, a bad feedback practice usually reprimands all time thus affecting the morale of the employee (Hart, 2011). 

2)Evaluate the impact that these different types of feedback practices may have on employees at Matrix.

Good and bad feedback practices both have impacts. Bad feedback practices usually lower the self-esteem as well as the morale of an employee and thus lead to poor production. It is therefore evident that bad feedback associated practices possess negative impacts on the aspect of job performance, although it does not have any impact on work-life associated conflicts. On the other hand, good positive feedbacks usually have a weak positive impact on work-life associated conflicts, however, it does not have any significant impact on job performance. The direction regarding effects shows some contrasts regarding the two feedback concerned practices. It is evident that good feedback associated practices usually have positive effects while bad feedback practices usually have negative impacts on the aspect of employee motivation. Both will make the employee be reactive to performance but differently. It is because employees are usually interested in carrying out tasks which make a difference. Feedback variables are considered essential aspects in employee motivation (Brookhart, 2017).  Good feedback practices make the employee want to change for the better in order to increase his competitive advantage while for bad feedback practices, employees tend to become rebellious to change as their interest in the task is lowered and they lack the necessary motivation. It is because the mode of communication is done inappropriately.

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