Performance Feedback in Organizations: Understanding the Functions, Forms, and Important Features

Johnson et al. (2023) reviewed the feedback literature from a behavior-analytic lens.

They sorted feedback by its job: to reward, to punish, or to cue future action.

The paper gives a menu of forms and delivery tricks matched to each job.

No new data were collected.

The team built a practical map: pick the function first, then shape the message.

They also list gaps where more research is needed.

Novak et al. (2019) came first with a wider lens, covering training plus feedback.

Johnson narrows the focus to feedback alone and adds the function-first rule.

Bottini et al. (2021) tested three feedback forms in an RCT.

They found within-session notes helped early, but sequence faded with practice.

Johnson’s frame explains why: early learning needs clear stimulus cues, later stages need reinforcement, not order.

Wine et al. (2019) saw no win for timing or goals.

Johnson’s view says timing is just one feature; match it to the chosen function and results may differ.

Next time you give staff feedback, pause and name the job.

If you want the behavior to happen again, deliver praise right after and keep it brief.

If you want it to stop, state the error and show the fix without added fluff.

Share the function rule with your supervisees so they learn to engineer, not just deliver, feedback.