One of the other features of effective performance feedback is in understanding the context in which feedback is provided (De Nisi & Murphy, 2017). Participation in the performance appraisal process and employee reactions: A meta-analytic review of field investigations. Third, the research shows that attitudes towards performance ratings matter to the incumbent (De Nisi & Murphy, 2017). A meta-analytic review of the literature shows that participation in the appraisal process is important because it is related to employee reactions (Cawley et al., 1998). Feedback is important because it also helps identify gaps in current knowledge so is related to training analysis that identifies training needs and shows strengths and developmental opportunities.Organizations become successful when employees develop and grow through performance feedback and learning (London, 1997).Feedback provides opportunities to clarify expectations and adjust goal difficulty. Industrial and Organizational Psychology: Perspectives on Science and Practice.Management can provide opportunities for employees so they can self-monitor their progress. Annette was born in England and now lives in the United States.In their review of the literature, De Nisi and Murphy (2017) concur that, despite all the research, the search for a superior rating scale has not been successful. Job Feedback: Giving, Seeking, And Using Feedback for Performance Improvement. She worked in the public and private sector for many years, primarily as a management trainer.However, they also state that this surge in research demonstrated that some scales are superior to others. It is important for management to set specific, difficult goals early in the process rather than vague goals or merely encouraging employees to do their best.Integral to the process is that employees accept the difficult goals and accept the feedback that is given by their supervisor. Performance management can be fixed: An on-the-job experiential learning approach for complex behavior change.