1. No feedback:
Through it is easier to implement it is detrimental to the employee and the organization.
2.No formal feedback or documentation:
Here , feedback is given but it is not a formal one. Reward is usually not tied to performance feedback. However, this tends to confuse the employees in the long run since they see some of their colleagues getting promotion while others do not get it, and they are not able to get a clear picture of it. It is susceptible to misinterpretation and challenge.
3.Formal feedback system including written documentation , but no personalized communication:
Several organizations do this though it defeats the purpose ofPM. It also does not help in creating employee engagement and militates against the principle of justice.
4.Formal feedback system including personalized communication from supervisor to subordinate:
This level of feedback combines the quantitative performance measures and personalized feedback. The performance feedback form is designed in such a way that the supervisor is required to personalize certain aspects of the feedback that the individual receives.
5.Formal system, multi-source:
For example : 360-degree feedback and team feedback. In this system of feedback , an individual receives feedback from almost all the people who work with them.
6.Self – directed feedback:
As the name suggests, self directed feedback is conducted by the individuals themselves making them singularly responsible for their improvement. It is intended to be non-evaluative in its design, similar to the 360-degree and team feedback systems. (10 marks)