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ack environment has a positive impact on employee commitment. From the research it can be derived safely that employees of different organizations in Islamabad city are receiving a low amount and quality of feedback from their supervisors (immediate bosses, departmental or organizational heads) and a relatively higher quality and amount of feedback from their coworkers. Thus, the quality and amount of feedback received by both the sources are critical factors in creating employee commitment. Supervisory and coworker feedback jointly forms the overall feedback environment for an employee to work in, which is a controlled factor and can be improved in a systematic manner.

Recommendations

Based on the findings of the research named “the impact of feedback environment on employee commitment”, conducted in Islamabad city, it is recommended that:

6.1 Coworker Feedback:

Coworkers are important source of feedback to an employee and he/she gets useful input from them in the form of suggestions, techniques, performance discussions etc; therefore; firms must improve coworkers' feedback process and the quality of peer-to-peer interactions, which can be done by arranging formal sessions of employees with experienced coworkers or by arranging a formal coaching or mentoring program. In general, a culture of providing feedback on performance should be nurtured, so that it becomes a part of the organization which can cause consistency and proper feedback on various issues ranging from individual performance to organizational productivity and performance. Through formal sessions of feedback training; employees can learn how to provide true feedback, positive and negative feedback and what should be the tone and expressions while providing feedback to others. Such training program should also focus on motivating employees about asking for performance feedback by themselves instead of waiting for others to provide them feedback.

6.2 Supervisory Feedback

The amount and quality of supervisory feedback can be improved by training managers to identify flaws in the feedback culture prevailing in the organization and to provide tools and techniques to them in improving it. Major points to be emphasized in managers' feedback training should be:

Making managers more expert interpersonally in treating their subordinates and being credible to their employees

Providing feedback on a consistent basis rather than in formal performance appraisal sessions only

Managers should consider their subordinates' feelings while providing feedback to them (being empathetic)

Favorable and unfavorable feedback should be provided when required or when the situation warrants such feedback

Managers should spend more time with their subordinates in order to understand their feedback needs and should make themselves available whenever the feedback is required by their subordinate/s

Mangers should encourage their subordinates to ask for performance feedback to improve two-way communication between the two stakeholders

6.3 Role Clarity

Though feedback environment serves the purpose of clarifying employees of their roles, however other methods should also be used to have employees clarified their roles, so that they can participate more and more towards organizational improvement. Som