Maddie, an HR manager, is coaching a supervisor who needs to develop her leadership skills. Maddie suggests that the supervisor use performance feedback as a tool for the development of her employees. Which action would be an example of this purpose of performance feedback?

A) The supervisor limits performance feedback to formal appraisals conducted once a year.
B) The supervisor uses performance information for day-to-day decisions about salary, benefits, and recognition programs.
C) The supervisor uses performance measures to guide decisions about employee retention and termination.
D) The supervisor uses performance measures to identify assignments that will help employees build on their strengths.
E) The supervisor makes sure each employee's goals are aligned with the company's and department's objectives.