Performance Feedback
An important aspect of an effective performance management system is the provision of timely feedback of the appraisal process. One of the problems with annual appraisal is that employees do not receive the consistent frequent feedback considered critical in order to maintain or improve their performance. The performance literature also suggests that regular feedback is an important aspect in terms of meeting targets and revising goals, as well as assisting in motivation of work effort. The difficulty for the expatriate who is being evaluated by a geographically distant manager is that timely, appropriate feedback is only viable against hard criteria.
For virtual assignees, this is further complicated when geographic dispersion dictates reliance on email communication. Interpersonal relations and an effective choice of communication medium are two factors influencing virtual workgroup relations.56 Milliman et al.57 reported two critical incidents involving miscommunication between managers working on a virtual assignment in the USA and Malaysia. Email feedback about his Malaysian counterpart's good performance provided to the Malaysian by the American head of the project generated a cycle of cross-cultural conflict. This threatened the virtual team's performance when the Malaysian sought to transfer out of the team. Adopting an organizational learning approach, the researchers analyzed the miscommunication and its consequences. They concluded that the two managers concerned had different views about what constituted the primary source of job performance, how performance feedback is provided, what role the subordinate will have in communicating with a superior, how conflict is handled, and what communication styles are expected'. The approach used to analyze these incidents provides a useful IHRM starting point for developing effective cross-cultural performance feedback communication skills.