Work Progress Feedback and Employees Performance in Organizations: A Case Study of Water and Sanitation Companies in Nyeri County, Kenya
Waweru, Beauttah Mwangi
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Work progress feedback has played a critical role in creation of a conducive and harmonious relationship in organizations all over the world. Indeed it is one factor that is essential in enhancement of service delivery in organizations. Work progress feedback is the process of providing credible and factual information regarding aspects of employees’ performance or understanding in order to help them meet individual, group and organizational goals. The general objective of the study was to establish whether there is a relationship between work progress feedback and employees’ performance in water and sanitation companies in Nyeri County. Specific objectives of this study were specificity of work progress feedback; mode of work progress feedback and timeliness of work progress feedback on employees’ performance. The study used stratified random sampling to select a sample size of 77 respondents from a target population of 383 employees in Water and Sanitation Companies in Nyeri County. The relevant data was collected using questionnaires from 62 respondents representing 80.5% response rate out of the probable 77. Collected data was analyzed using statistical package for social sciences (SPSS) to generate descriptive and inferential statistics. Frequencies and percentages were generated from the data while linear and multiple regression analysis was done to establish relationship among the variables in the study. The results indicated that water and sanitation companies’ have worked progress feedback mechanisms though inadequate. The study findings revealed that timeliness of work progress feedback and mode of work progress feedback have positive and significant effects on employees’ performance while specificity of work progress feedback was found to have a positive but insignificant effect on employees’ performance. The researcher recommended work progress feedback to be reviewed so as to incorporate inputs from all the parties, the researcher also recommended on providing work progress feedback in time by using appropriate modes. The researcher suggested that future research could focus on other types of composition variables such as workers attitude towards work progress feedback among other variables to establish whether they have an effect on employees’ performance.