What is feedback?

Feedback refers to information that is given to an individual or group about their performance or behaviour. It allows employees to evaluate their performance and adjust their behaviour based on that evaluation. Feedback provides concrete information about what was done well and what could be improved. As a result, people learn to reflect more effectively and gain insight into their own challenges and opportunities for growth. In this way, feedback helps reduce the gap between where employees currently stand in their learning process and where they need to go. Effective feedback is specific, timely and constructive.

Why is feedback so valuable?

Feedback is valuable for several reasons:

• It provides more insight into actions and their consequences.
• People become more aware of their own intentions.
• Individuals gain better insight into the influence they have on others and how they come across.
• People learn about their strengths and areas for improvement.

The more often employees receive feedback, the more they grow and feel appreciated—especially when feedback highlights how they can build on their strengths.

Feedback is not only important for improving performance; it also helps employees look at themselves more objectively and reflect on their actions. Sometimes employees are not aware of their own mistakes. This can literally be the case because they cannot see their own facial expressions when communicating or hear their own tone of voice when speaking with others. Feedback can therefore function as a mirror that helps individuals better understand themselves.

When is feedback effective?

First of all, feedback should be as concrete as possible. General remarks alone do not allow employees to adjust their skills effectively. It is best to support feedback with concrete examples. What exactly went well? What could be improved? What was expected and what level was achieved? Both positive and negative elements should be addressed. By including positive feedback, employees tend to listen more attentively.

In addition, feedback should be solution-oriented. What can be taken from this feedback for the future? Which learning goals can be defined? Employees and employers can work together to find concrete solutions and agree on how to address the feedback going forward.

Short summary

• It should be concrete – supported with examples
• It should be solution-oriented – how to address it
• It should be goal-oriented – which goals do we want to achieve
• Both strengths and weaknesses should be discussed

All in all, feedback is not only a valuable tool for improving employees’ performance, but it also enables them to reflect on themselves and grow as individuals. By remaining open to feedback and actively working to integrate it, people can achieve their goals and maximise the potential of their colleagues.