Performance Management: Feedback (Definitions)

"The return of information about the status of a process. Example: annual performance reviews return information to an employee about the quality of his or her work." (Virginia Anderson & Lauren Johnson, "Systems Thinking Basics: From Concepts to Casual Loops", 1997)

[360° feedback:] "A performance appraisal system that elicits input from an employee's boss, peers, and subordinates." (Dale Furtwengler, "Ten Minute Guide to Performance Appraisals", 2000)

"Information concerning the correctness of one's performance on a learning task or question. May also include explanations to guide learners to a correct response." (Ruth C Clark, "Building Expertise: Cognitive Methods for Training and Performance Improvement", 2008)

[explanatory feedback:] "Instructional responses to student answers to practice exercises that tell the learners whether they are correct or incorrect and also provide the rationale or a hint guiding the learners to a correct answer." ( Ruth C Clark, "Building Expertise: Cognitive Methods for Training and Performance Improvement", 2008)

[instructional feedback:] "Responses given by a trainer or program that may correct and/or offer explanations to learner responses to practice assignments." (Ruth C Clark, "Building Expertise: Cognitive Methods for Training and Performance Improvement", 2008)

[360° feedback] "A multi-source assessment that taps the collective wisdom of those who work with an individual, including supervisors, peers, direct reports, and internal and external customers." (Joan C Dessinger, "Fundamentals of Performance Improvement" 3rd Ed., 2012)

"Information provided by others designed to help people adjust their behavior, continue successful performance, or establish goals." (Joan C Dessinger, "Fundamentals of Performance Improvement" 3rd Ed., 2012)

"A process in which the effect or output of an action is 'returned' (fed back) to modify the next action." (Project Management Institute, "Navigating Complexity: A Practice Guide", 2014)

[peer feedback:] "A comment given by other learners on the learner’s response to an engagement activity. Peer feedback should be guided either by training or by a template. Peer feedback has been shown to promote learning of the individual giving the feedback." (Ruth C Clark & Richard E Mayer, "e-Learning and the Science of Instruction", 2016)

[normative feedback:] "An evaluation (often a grade) that compares the learner’s outcome with the outcomes of others. A common example is 'grading on the curve'. Because it directs attention to learners’ egos, normative feedback should be avoided." (Ruth C Clark & Richard E Mayer, "e-Learning and the Science of Instruction", 2016)

"Information concerning the correctness of one’s performance on a learning task or question. Effective feedback includes an explanation for correct and incorrect responses and should direct attention to the task or task process rather than the ego." (Ruth C Clark & Richard E Mayer, "e-Learning and the Science of Instruction", 2016)

"A reaction or response to a particular process or activity." (Project Management Institute, "Project Manager Competency Development Framework" 3rd Ed., 2017)

[360° feedback:] "The type of feedback in which project team members, project sponsors, and other stakeholders are surveyed anonymously in regard to the project manager's performance. This can be used to assess baseline competence in order to complete a competence gap analysis and create a development or training plan." (PMI, "Project Manager Competency Development Framework" 3rd Ed., 2017)

"Praising an employee when something good was accomplished (positive) and telling an employee when results are not up to expectations (constructive)." (Fred MacKenzie, "7 Paths to Managerial Leadership", 2016)