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Immediate Performance Feedback

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CA103 Interpersonal Communications Project
Immediate Performance Feedback
By Derek Butler

THE PROBLEM
The company where I am employed requires managers to provide a formal performance review on a yearly, quarterly or monthly basis to the associate that report to them. The problem that I have with this is the lack of immediate feedback provided on a day to day basis to provide accurate performance reviews. Actually there is no formal immediate performance feedback system in place to help keep employees engaged and understand their strengths and weaknesses prior to the performance review. When feedback is provided, it’s often done under stress, in a crisis, or after a mistake, and is sometimes delivered in abrasive and less than helpful ways. I have talked to some associates in my organization regarding giving and receiving feedback in a timely and positive manner and they all agreed. I have even spoken to some of my friends and this seems to be a universal issue in corporate America. All the companies that I have worked for lacked a formal immediate feedback system.

BACKGROUND OF THE ORGANIZATION/PROBLEM The company that I work for is a leading independent provider of health care information management services that support the commercial, Medicaid, and Medicare Part D industry. The corporation has a typical hierarchy chart CEO, President, Vice President, Director, Manager, Supervisor, and Employer. The organization that I work in is called pharmacy claims processing and has been processing claims since 1986 and has quickly grown to one of the largest pharmacy claims processors in the industry. The claims processing system can handle pharmacy claims from three different sources, point of sale, electronic batch, and paper claims. I am in the information technology area and work with highly technical individuals. Communication is not...

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