Feedback

Feedback is the engine of growth, both for individuals and for organizations. Here are ways to make constructive, continuous feedback part of your organization.


Written By Jenny Anderson, with guidance from Dr. Kali Cyrus, MD, MPH

Feedback is especially important amid the return to the workplace, because continuous, constructive dialogue around performance and obstacles will allow you to better advocate for your team and shape practices as the workplace evolves.

The point of feedback is not to make people feel good today. It’s to help them do better tomorrow. Tell people what they need to hear, not what they want to hear.”

Organizational Psychologist at the Wharton School of the University of Pennsylvania

Especially if your team is using flexible, remote, or hybrid approaches that mean you’re not always working at the same time or same place, you need to be more explicit about goal-setting and giving and getting feedback. Without proper feedback, your team’s future performance is bound to suffer.

Also, amid a moment of empowerment for workers, feedback is something workers want and you can give. One study in Harvard Business Review asked employees if they would prefer praise/recognition or corrective feedback. Some 57% said constructive feedback, compared to 43% who wanted praise.


Contents