從員工及主管角度探討績效回饋實務

Abstract

績效管理（Performance Management）之目地在於達成企業組織所擬定之目標，績效回饋（Performance Feedback）則是透過面談，以激發員工之工作熱情與提高員工之能力和素質，而實現企業組織目標的管理手段。本研究旨在探討主管對員工的績效回饋以及員工對回饋的期望，以建立一套有效的績效回饋實務，促進企業、主管與員工之間的共同成長。研究採用個案研究法，並以某工程顧問公司為例，通過對公司主管及員工計25位的訪談收集，以瞭解雙方在績效回饋過程中的期望與需求。本研究結果顯示主管的績效回饋對員工的行為表現有顯著影響，而雙向回饋更會進一步提升員工的工作績效、敬業態度及忠誠度。本研究同時提出具體的績效回饋建議，以促進企業與員工的整體發展，並提供有價值的參考。The purpose of performance management is to help organizations achieve their strategic goals. Performance feedback, as a key component of this system, is often delivered through structured conversations aimed at enhancing employee motivation, competence, and overall contribution to organizational success.This study explores supervisors’ approaches to providing performance feedback and employees’ expectations regarding the feedback they receive, with the goal of establishing effective performance feedback practices that support mutual growth among organizations, supervisors, and employees. Adopting a case study methodology, this research focuses on an engineering consulting firm and includes interviews with 25 supervisors and employees. The aim is to understand both parties' expectations and needs throughout the performance feedback process. The findings indicate that supervisors’ feedback significantly influences employee behavior, and that implementing a two-way feedback mechanism further enhances employee performance, engagement, and loyalty. Based on these insights, this study proposes actionable strategies for improving performance feedback practices, thereby contributing to the development of both individuals and organizations. The results also offer practical and academic value for future applications.