Continuous Feedback
Continuous feedback is an ongoing process of providing real-time, actionable feedback to employees to improve performance, engagement, and alignment with team and organisational goals.
Goal
To improve the performance, engagement, and alignment of employees with team and organisational goals through ongoing feedback.
Context
In many organisations, there are formal performance reviews that occur on a quarterly or annual basis. However, these reviews are often used as an excuse to give or deny promotions, rather than as a tool for continuous improvement which leads to disengagement and lack of motivation among employees.
If the real goal of feedback is to improve the performance of both the individual and the team, then it should be given regularly and in a constructive manner. And people genuinely appreciate feedback. 83% of employees say they appreciate all kinds of feedback, positive or otherwise, because it helps them do their job better.
Ratings in a performance review should never be a surprise. If they are, then the manager has failed to provide continuous feedback.
Feedback Types
| Type | Description |
|---|---|
| Real-time, Informal Feedback | Casual conversations that provide immediate feedback on recent activities. |
| Peer Feedback | Feedback given by colleagues, fostering a collaborative team environment. |
| Public Recognition | Acknowledging achievements in a public forum to motivate and encourage positive behaviours. |
Inputs
| Artifact | Description |
|---|---|
| Feedback Compilation | Feedback gathered from peers, subordinates, and superiors to provide a 360-degree view of performance. |
Outputs
| Artifact | Description | Benefits |
|---|---|---|
| Improved Individual Productivity | Documentation or certification of new skills acquired through funded training. | Keeps the team competitive and innovative. |
| Improved Product Outcomes | Investment in training can lead to higher quality deliverables and fewer defects. | Improved customer satisfaction and reduced rework costs. |
Anti-patterns
- Overemphasis on Negative Feedback: Focusing exclusively on areas of improvement without recognising achievements can demoralise employees.
- Lack of Specificity: Providing feedback that is vague or non-actionable hinders the ability to make concrete improvements.