Final answer:
Employees usually do prefer feedback from supervisors to learn about their progress, as external perspectives can be critical for performance improvement and career growth. However, the effectiveness of feedback and its impact on job satisfaction can vary based on how it is delivered and the employee's individual growth needs.
Step-by-step explanation:
True, employees usually prefer feedback from supervisors and other people to gauge their progress towards goal accomplishment. This preference stems from the understanding that managers and colleagues often hold valuable insights that can aid in performance improvement. Aspects like the Hawthorne effect demonstrate that employees tend to perform better with supervisor interaction, reinforcing the value of external feedback. Furthermore, the move towards flatter organizational structures and 360-degree performance appraisals highlights the importance of receiving diverse feedback, including self-assessments and evaluations from peers, direct reports, customers, and supervisors.
However, feedback seeking and reception are nuanced processes. Research by Atkins and Wood (2002) suggests there can be inconsistencies with self and peer ratings, whereas supervisors may underrate employees who are modest in their self-assessment. Also, employees' receptiveness to developmental feedback may differ based on their growth needs, which can influence their job satisfaction. A constructive, two-way partnership with a supervisor who supports career growth can be beneficial, but this ideal dynamic is not always present in every workplace.
The role of the manager is increasingly recognized as pivotal to an employee's career growth; therefore, being open to feedback, even when critical, is essential. It is important for the manager to foster a trustworthy environment to maximize the effectiveness of feedback and support employee development.