Performance Feedback: Time to Get Off the Hamster Wheel

Effective ongoing feedback is key to the success of any performance management program and the lack of this daily performance feedback dialogue within organizations can be a silent killer.  Alternatively, organizations with a favorable feedback culture in which ongoing feedback is encouraged and supported has been shown to lead to numerous beneficial outcomes including but not limited to employee engagement, turnover intentions, and performance levels. For a few decades, we have been in a constant state of flux of revamp, revise and incorporating new performance management systems, forms and procedures with similar less than desired outcomes (The Hamster Wheel).

We believe these practices are misguided strategies and of little value to organizations without understanding the context in which they exist.  Research suggests we've been looking in the wrong direction and perhaps it is not our systems, forms or procedures that are broken but the context in which they operate.  We call this context The Feedback Environment. 

This program will provide insights into factors that HR professionals should consider when attempting to change their performance management systems and leaving the running on the hamster wheel to the hamsters.   

Jim Gallo, Ph.D., SPHR, SHRM-CP, has 20+ years of leadership experience as a senior executive in Human Resources and Organizational consulting.  Jim has a Ph.D. in industrial and organizational psychology and three master's degrees in business, human resources and psychology.  He is currently the Director of the Center for Organizational Effectiveness at the Florida Institute of Technology, a university-based consulting firm that provides human capital measurement and talent management strategies.  He is a certified executive coach (ACTP), published author and has been teaching at the collegiate level, including HR certification courses for over 15 years.