Looking Forward to Performance Improvement: A Field Test of the Feedforward Interview for Performance Management

Human Resource ManagementVolume 54, Issue 1 p. 45-54 HR Science Forum Looking Forward to Performance Improvement: A Field Test of the Feedforward Interview for Performance Management Marie-Hélène Budworth, Corresponding Author Marie-Hélène Budworth School of HRM at York UniversityCorrespondence to: Marie-Hélène Budworth, School of Human Resource Management, York University, 4700 Keele Street, Toronto, ON, Canada M3J 1P3, Fax: 416.736.5188, E-mail: budworth@yorku.ca.Search for more papers by this authorGary P. Latham, Gary P. Latham Rotman School of Management at the University of Toronto, Canadian Psychological Association, Society of Industrial-Organizational Psychology, Royal Society of Canada, International Association of Applied PsychologySearch for more papers by this authorLaxmikant Manroop, Laxmikant Manroop Walter E. Heller College of Business at Roosevelt UniversitySearch for more papers by this author Marie-Hélène Budworth, Corresponding Author Marie-Hélène Budworth School of HRM at York UniversityCorrespondence to: Marie-Hélène Budworth, School of Human Resource Management, York University, 4700 Keele Street, Toronto, ON, Canada M3J 1P3, Fax: 416.736.5188, E-mail: budworth@yorku.ca.Search for more papers by this authorGary P. Latham, Gary P. Latham Rotman School of Management at the University of Toronto, Canadian Psychological Association, Society of Industrial-Organizational Psychology, Royal Society of Canada, International Association of Applied PsychologySearch for more papers by this authorLaxmikant Manroop, Laxmikant Manroop Walter E. Heller College of Business at Roosevelt UniversitySearch for more papers by this author First published: 14 August 2014 https://doi.org/10.1002/hrm.21618Citations: 34Read the full textAboutPDF ToolsRequest permissionExport citationAdd to favoritesTrack citation ShareShare Give accessShare full text accessShare full-text accessPlease review our Terms and Conditions of Use and check box below to share full-text version of article.I have read and accept the Wiley Online Library Terms and Conditions of UseShareable LinkUse the link below to share a full-text version of this article with your friends and colleagues. Learn more.Copy URL Share a linkShare onFacebookTwitterLinked InRedditWechat Abstract This study examines the effectiveness of the feedforward interview for improving the job performance of employees relative to a traditional performance appraisal interview in a business equipment firm. Managers (n = 25) were randomly assigned to one of two conditions. Employees (n = 70) who engaged in a feedforward interview with their manager were observed by an anonymous peer to perform significantly better on the job four months later than employees (n = 75) who received the company's traditional performance appraisal interview. The finding that the feedforward intervention increased performance relative to the performance appraisal indicates that the effect is a relatively enduring one. The results suggest that the feedforward interview should prove useful for human resource managers who are searching for ways to increase the performance of their organization's human resources over and above the traditional performance appraisal. © 2014 Wiley Periodicals, Inc. Citing Literature Volume54, Issue1January/February 2015Pages 45-54 RelatedInformation