Unit 6 Steps of Feedforward Interview Performance Management Questions

Unit 6 Steps of Feedforward Interview Performance Management Questions

First respond to the question below in apa format and write a minimum of 250 words for this question with a minimum of one source for the response. Please cite the sources. Also respond to two classmate’s postings below with a minimum of 100 words per post. You are required to use a reference source for each response.

1. What are the three steps of the feedforward interview (FFI)? Why are the steps important?

Student Terry1

Training is a significant element of any performance management system. Training is typically viewed as an area that improves employee performance. Training is not done in a vacuum. Training comes with a cost. The benefit of training determines whether or not the training was worth the investment (cost). The training benefit is determined by the return on investment (ROI). As it relates to training, the return on investment can be tangible or intangible (Aguinis, 2013).

Return on investment can be defined as the cost of the training versus the value of the training. In terms of training, ROI is the monetary benefit as a result of the training (Aguinis, 2013). A 2018 article in the Journal of Practical Consulting focuses on the topic of return on investment. The author states that return-on-Investment (ROI), in the most basic terms, is a decision process. The goal is to make a decision about the amount of investment to allocate in hopes of making a larger return later (Gavin, 2018). Return on investment can be intangible when measured on subjective data. Subjective data can include customer satisfaction, employee satisfaction, and reduced conflict (Aguinis, 2013).

The writer has had a personal experience with a return on investment as it relates to training. The writer has been identified as an employee that can promote to the executive level (Vice President). The training is a part of the organization’s succession plan. A 2016 article in the Annals of Public & Cooperative Economics magazine states that succession planning is critical for corporations (McKee & Froelich, 2016). The writer is currently in an executive training program. The writer has been in the training for two months. The return on investment is intangible at this point. The writer has gained an increased sense of commitment and has pledged to be much more collaborative going forward. The writer’s organization is conducting this training at a significant cost.

Student 2 Robert

Managers have a very important role in the creation and completion of their employee’s development plans. In order to successfully assist employees with development plans, the manager must have their own development plan. When the manager is actively working their own development plan they have a better feel for the process from the employee’s perspective. This perspective gives the manager the ability to help create a plan with the employee that will be of greater benefit to the employee and their success in following the development plan (Aguinis, 2013). Noted in Medical Education, “The theoretical background of the FFI [feedforward interview] has been outlined by several medical education researchers, who stress the importance of triggering an ‘aha moment’, when the integration of high-quality external and internal data serves as a catalyst for meaningful reflection and change (Overeem, 2010, p. 1160). Feedforward is an effective method of achieving performance improvement.

There are three steps to the feedforward interview process. Noted in International Coaching Psychology Review, “The Feedforward Interview (FFI) is a means of structuring conversations such as performance appraisals, or indeed coaching in organizations” (McDowall, Freeman, & Marshall, 2014, p. 135). The three steps are, eliciting a story, uncover the underlying success factors, and extrapolating the past into the future. The steps are important to determine the resources the employee will need in order to successfully reach their development goals (Aguinis, 2013). The feedforward interview is the tool used to determine the needed resources for success. The use of the feedforward interview can be an important part of encouraging performance improvement in the performance management system.

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