Final answer:
Not giving feedback to top performers leads to a decrease in motivation, potentially lower collective performance, and possible disengagement. Although assessments like 360-degree feedback can be unreliable, discrepancies can also serve as learning opportunities.
Step-by-step explanation:
When top performers do not receive feedback, there can be several consequences. The incentive to perform well may be diminished, and as a result, the collective grade or performance level of the team may decline. Without feedback, high-performing students or employees do not receive recognition or insight into how they can continue to excel or improve, which could lead to frustration and possibly disengagement. On the other hand, middle performers may become ambivalent without a clear performance marker to aim for, and they may not see the value in striving for improvement. Meanwhile, low performers might initially feel relieved from the pressure of comparison, but the overall environment would likely suffer due to lack of growth and motivation, ultimately affecting everyone's performance.
Research such as that from Atkins and Wood (2002) suggests that assessment tools like 360-degree feedback can be unreliable. Discrepancies in self, peer, and supervisor ratings can vary significantly. Yet, these variances in ratings can also be seen positively, as pointed out by Tornow (1993b), since they can spark discussions that lead to better understanding and learning opportunities for employees as they work through the reasons for discrepancies with their supervisors.