{"title":"The feedforward interview: A theoretical account","authors":"Eyal Rechter , Avraham N. Kluger , Dina Nir","doi":"10.1016/j.hrmr.2024.101061","DOIUrl":null,"url":null,"abstract":"<div><div>In the ongoing effort to maximize employee performance, the managerial tools of performance management, performance appraisal, and feedback often fail to produce desirable organizational outcomes. As a remedy, some scholars suggest the Feedforward Interview (FFI), which helps employees identify strengths, develop new behaviors, and improve performance. To promote understanding of the FFI, we detail the theoretical mechanisms activated by each of its five stages and offer new ways to use it. The FFI potentially creates the proximal outcomes of positive emotions, bonding, psychological safety, insights, interviewer knowledge, and satisfaction of intrinsic needs. These outcomes motivate change and improve work performance, collaboration between interviewer and interviewee, and well-being. We discuss differences between feedback and the FFI, boundary conditions, and applications—from performance appraisal and personnel selection to employee, team, leadership, and organizational development—thereby providing managers and practitioners with deeper knowledge and a broader range of potential uses for the FFI.</div></div>","PeriodicalId":48145,"journal":{"name":"Human Resource Management Review","volume":"35 2","pages":"Article 101061"},"PeriodicalIF":8.2000,"publicationDate":"2024-11-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"Human Resource Management Review","FirstCategoryId":"91","ListUrlMain":"https://www.sciencedirect.com/science/article/pii/S1053482224000512","RegionNum":1,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q1","JCRName":"MANAGEMENT","Score":null,"Total":0}
引用次数: 0
Abstract
In the ongoing effort to maximize employee performance, the managerial tools of performance management, performance appraisal, and feedback often fail to produce desirable organizational outcomes. As a remedy, some scholars suggest the Feedforward Interview (FFI), which helps employees identify strengths, develop new behaviors, and improve performance. To promote understanding of the FFI, we detail the theoretical mechanisms activated by each of its five stages and offer new ways to use it. The FFI potentially creates the proximal outcomes of positive emotions, bonding, psychological safety, insights, interviewer knowledge, and satisfaction of intrinsic needs. These outcomes motivate change and improve work performance, collaboration between interviewer and interviewee, and well-being. We discuss differences between feedback and the FFI, boundary conditions, and applications—from performance appraisal and personnel selection to employee, team, leadership, and organizational development—thereby providing managers and practitioners with deeper knowledge and a broader range of potential uses for the FFI.
期刊介绍：
The Human Resource Management Review (HRMR) is a quarterly academic journal dedicated to publishing scholarly conceptual and theoretical articles in the field of human resource management and related disciplines such as industrial/organizational psychology, human capital, labor relations, and organizational behavior. HRMR encourages manuscripts that address micro-, macro-, or multi-level phenomena concerning the function and processes of human resource management. The journal publishes articles that offer fresh insights to inspire future theory development and empirical research. Critical evaluations of existing concepts, theories, models, and frameworks are also encouraged, as well as quantitative meta-analytical reviews that contribute to conceptual and theoretical understanding.
Subject areas appropriate for HRMR include (but are not limited to) Strategic Human Resource Management, International Human Resource Management, the nature and role of the human resource function in organizations, any specific Human Resource function or activity (e.g., Job Analysis, Job Design, Workforce Planning, Recruitment, Selection and Placement, Performance and Talent Management, Reward Systems, Training, Development, Careers, Safety and Health, Diversity, Fairness, Discrimination, Employment Law, Employee Relations, Labor Relations, Workforce Metrics, HR Analytics, HRM and Technology, Social issues and HRM, Separation and Retention), topics that influence or are influenced by human resource management activities (e.g., Climate, Culture, Change, Leadership and Power, Groups and Teams, Employee Attitudes and Behavior, Individual, team, and/or Organizational Performance), and HRM Research Methods.
京公网安备 11010802042870号
京ICP备2023020795号-1
分享
求助内容：
应助结果提醒方式：
扫码关注我们
