A s you can see from variety of performance interventions described in this part of the book, addressing issues of Expectations and Feedback is as complex as it is critical to improving performance. From establishing realistic performance expectations among employees, supervisors, managers, and others to providing timely and specific feedback on individual, team, and organization performance, the varied performance interventions that can be used to improve this indispensable component of a complete performance system are impressive. While systemic performance management systems work to link this together in order to achieve significant results, it is also important to align your efforts related to expectations and feedback to the remaining elements of Wedman's Performance Pyramid model (for example, Capacity, Motivation, Vision, Mission and Objectives, and Culture).
As with all of the performance interventions described in this handbook, those related to expectations and feedback, while potentially effective on their own to resolve some performance issues, are most valuable when introduced as part of a comprehensive improvement system that integrates the various components of the Performance Pyramid. Through comprehensive efforts to link together interventions, such as performance measurement systems and managerial coaching, with effective interventions for addressing elements of motivation, culture, knowledge and skill, and other components of the Pyramid,