Need for effective feedback within an organisation

Gulati, Aashish (2022) Need for effective feedback within an organisation. [Dissertation (University of Nottingham only)]

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This management project delves into the current industry-wide practices of feedback within an organisation and how they are influencing and contributing to an employee’s motivation and performance enhancement. Works from many researchers have established that feedback is considering an important communication tool but misses to identify the periodicity, that is, how often should feedback be provided. Normally, every organisation has an annual appraisal which primarily presents the opportunity of a recorded exchange of performance for any employee. The paper tries to ascertain if formal feedback is sufficient to gauge employee motivation and performance once a year. Another important aspect of feedback in an organisation is the direction of feedback. Conventionally, feedbacks are provided by Managers (N) to their direct employees (N-1), that is, top to bottom, however, this management paper explores two-way feedback, that is, N-1 feedback to N.

The paper highlights the limited research done on the above and examines how regular, transparent and two-way feedback can affect employee behaviour, motivation and ultimately influence their performance. By examining the effects of timely and effective feedback, the paper intends to present the importance of how to provide and formulate positive and constructive feedback that will lead to better performance. The study presented in the paper has a qualitative approach and explored an Oil and Gas Engineering Company operating in Malaysia. As part of the data collection, an initial internal survey was conducted within the organisation to access the feedback culture within the organisation. The outcome of this survey data has been taken as the basis of further studies, which was followed up by interviews with ten (10) employees presenting different positions within the organisation.

Findings from the interviewed managers show that every employee is looking for both positive and constructive feedback. Managers want to provide regular feedback for continuous improvement. They expect the feedback to be shared effectively in a structured manner with a mix of both formal and informal methodology. This in turn is perceived to promote employee motivation and hence, help to improve their performance. However, each manager strongly believes to provide positive feedback prior to the constructive feedback in order for the employee to feel safe and be receptive to the constructive feedback. This approach helps build trust among the employee and manager, which ultimately helps the manager to highlight the employee his or her improvement area. The best approach to provide feedback is to have a face to face personalised discussion with a standard format to make the experience fair and equal for all employees.

Further work is required to be carried to implement the proposed feedback model and acquire data post-implementation of the Effective feedback framework. This shall provide an insight into the effectiveness of the proposed model and its viability for implementation in other organisations and regions. The ultimate goal is to understand the impact of effective feedback on employee motivation to improve performance to meet organisational objectives.

Item Type: Dissertation (University of Nottingham only)
Keywords: feedback, motivation, performance
Depositing User: Gulati, Aashish
Date Deposited: 28 Feb 2022 02:52
Last Modified: 28 Feb 2022 02:52

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