MGSC46H3 : Feedback Effectiveness
31 Jan 2011
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Document Summary
When employees do not receive feedback from their job, they will seek it on their own. Although feedback interventions were usually effective, in more than one third of the cases feedback actually lowered subsequent performance. In some conditions, feedback appeared to actually lower subsequent performance. The effectiveness of any feedback intervention depends on the level at which the intervention focuses our attention. Feedback interventions that focus our attention at the level of the self can interfere with subsequent performance by diverting attention away from the task to questions of who we really are. Feedback most typically focuses attention at the level of task performance. Feedback at this level is generally useful, but its usefulness depends on many factors. If efforts to improve performance fail, or if feedback otherwise focuses on details of performance without providing a means for improvement, attention will become focused on the task learning level.
