High-performance cultures continually strive for improvement. For this continuous improvement, continuous feedback is necessary. Without feedback, you're walking blind. At best, you will accidentally reach your goal. At worst, you will wander aimlessly in the dark, never reaching your destination (retrieved September 28, 2013, from www.opm.gov). Avoiding feedback can be very harmful; you always get stuck in that particular situation. Positive or negative feedback not only improves/worses performance, but also has a huge effect on self-concept. The self-concept is a collection of one's beliefs about oneself; mental image, self-esteem and self-competence. Leaders must be careful in giving negative feedback, in providing their specific suggestions; they must also talk about the positive aspects. This helps put the person in a comfortable position. If this is not done, negative feedback can lead to a negative self-concept. This research study will examine and consider the various effects of feedback on job performance and self-concept. Performance review or evaluation is something that makes our hearts sink. During childhood, our teachers evaluated us at school and parents tried to do the same at home. This didn't change much after I grew up. Teachers were replaced by managers and supervisors. Even though it's scary to know how well or badly one performed, feedback always brings some sort of change in the way we think or work. This change is essential to kill the monotony of work. Extensive research has been conducted to evaluate the impact of feedback on performance and self-concept. Fundamental traits of self-evaluation: self-esteem, generalized self-efficacy, locus of control and emotional stability...... half of the document. .....instructive steps to test yourself. Employees at the highest level tend to work harder because they are perceived as role models by others in the organization. Criticism is an inevitable part of life, but you need to know the right way to handle it. Managers who take time out of their busy schedules to review employee performance indicate that they care about and value their employees' input. Managers want to contribute to the growth and career path of their employees. Feedback isn't about personal attacks, it's about improvement. For greater happiness at work, it seems to be essential to listen to what the boss has to say and deactivate defense mechanisms. To maintain high employee retention, increase work productivity, and reduce turnover, it is essential to provide feedback that acts as a morale boost and doesn't bruise one's ego..