Rico Poon

Performance feedback is one of the organizations’ most critical aspects of human resource management. The formal annual evaluation of employees’ performance through PA is essential to organizational management. The shortcoming of a traditional once or twice-a-year performance review process is seen as incapable of keeping up with the fast pace of business today. This research study uses a mixed-methods approach to explore what ongoing performance feedback elements are essential. The study revealed that ongoing performance feedback affects employees’ day-to-day work activities, engagement, and organizational goal alignment. Some elements, such as informal meetings, constant communication, brief conversation, and training, were essential factors that contributed to ongoing performance feedback. Fourteen emergent themes from the qualitative stage were developed through the data. The study involved participants’ descriptions of their perception of performance feedback within their organization and perceptions of ongoing feedback related to day-to-day work activities. A sequential exploratory mixed-methods design cultivated a narrative that details their experiences in performance feedback and perceptions of ongoing performance feedback that is important to day-to-day work activities, engagement, and organizational goal alignment. A sample size of 146 participants completed the Phase I quantitative survey. Fifteen diverse-relevant participants from the Phase II interview detailed their experiences and perceptions of ongoing performance feedback. The study’s findings revealed that ongoing performance feedback creates constructive conversation, quickly identifies problems in real time, and creates constant communication. But OPF needs brief informal meetings and training. Recommendations for future research include expanding and replicating the study to a larger number of participants or in a single organization.