Fostering a Culture of Ongoing Feedback In Your Organisation - EmployeeConnect HRIS
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Fostering a Culture of Ongoing Feedback In Your Organisation

Feedback plays a crucial role in enhancing organisational productivity. In the traditional approach, feedback was typically reserved for annual performance reviews, which have proven to be ineffective in managing employee performance. Delayed identification of performance issues during annual reviews can hinder timely improvement and result in productivity loss for the organisation. Similarly, recognising exemplary performance promptly is essential to maintain employee motivation.

To achieve excellence, organisations must cultivate a culture of continuous feedback. This entails embracing Agile Performance Management, which surpasses the limitations of traditional performance management by fostering a culture of ongoing feedback. In today’s world, culture is becoming the new age of work, with the employee coming first, therefore, feedback plays a major role in retaining top talent and creating a fantastic organisational culture

So, How Do You Build a Culture of Continuous Feedback? 


  1. Effective communication of your organisation’s vision and goals is essential.       

To achieve this, start by assessing your organisation’s current situation and defining the desired future state you aim to achieve. Once you have formulated a plan, it is crucial to effectively communicate it to every employee, ensuring that everyone is aware of the organisation’s vision and goals. It is important for individuals to understand the organisation’s approach and the expectations placed upon them in order to fulfil these goals. This level of clarity, transparency, and alignment fosters a stronger sense of connection among employees.

In instances where deviations from the target occur, providing feedback to employees becomes essential. By doing so, employees can realign their efforts towards the organisational goals. Since employees are equally aware of the bigger picture, they will readily adjust their efforts to contribute effectively. 

  1. Gain a clear understanding of the importance and objectives of continuous feedback. 

Effective feedback management is crucial for optimising individual performance. Timely feedback allows for the identification of areas for improvement, leading to increased productivity. When providing feedback, a collaborative approach is important, with employees working closely with their managers to develop solutions and address identified issues.

Continuous feedback is not limited to managers providing feedback to their teams alone. Managers should also seek feedback from team members, allowing them to identify potential sources of conflicts or problems within the team. Continuous feedback fosters a two-way exchange that benefits both the team and the managers in their personal and professional development. 

Creating an environment where employees feel valued includes providing opportunities for them to voice their opinions. If employees perceive that their opinions are not valued, they may start seeking better opportunities elsewhere. It is crucial for organisational management to be open to receiving feedback, as this enables them to access valuable ideas that can prevent problems and seize opportunities for success. Failing to embrace feedback may result in the loss of significant ideas that could have propelled teams towards success.

  1. Make sure to establish appropriate channels and utilise suitable tools to facilitate the sharing of continuous feedback.

Individual preferences for receiving feedback can vary, with some employees preferring written feedback while others favor verbal, face-to-face communication. It’s important to consider and accommodate these preferences based on individuals’ comfort levels and communication styles.

In addition to individual feedback sessions, conducting group feedback sessions can be beneficial. These sessions provide a platform for individuals with similar perspectives on certain issues to collectively share their opinions. It fosters a comfortable and confident environment for raising concerns and sharing feedback as a group.

To encourage open communication, consider implementing tools that enable employees to provide feedback anonymously. Not all employees may feel comfortable expressing their thoughts openly, so providing anonymous feedback tools can be helpful. Anonymity empowers employees to communicate their opinions freely, while also allowing managers to gather valuable insights they may have otherwise missed. It’s important to seamlessly integrate these continuous feedback tools into the team’s day-to-day workflow for ease of use.

  1. Establish a culture of accountability where employees are responsible for both giving and receiving feedback. 

Every employee within the organisation must embrace and uphold the culture of continuous feedback. It is crucial for them to comprehend the workings of the feedback system and the potential benefits it can bring. Consistency should be maintained as the system is integrated throughout the organisation. After addressing the issues raised through feedback, it is important to ensure that everyone is aware of the implemented changes. This creates a sense of participation and ownership, as employees realize they have played a part in positively transforming the organisation.

  1. Promote and Educate Awareness and Understanding of Continuous Feedback among Employees.

Introducing the concept of continuous feedback requires a thoughtful approach, as expecting immediate implementation from all employees is unrealistic. To facilitate this transition, it is essential to provide comprehensive training on the significance of continuous feedback for both managers and team members. Including all departments in these training programs ensures widespread understanding and adoption throughout the organisation.

Successful implementation of continuous feedback hinges upon every employee comprehending its implications. By fostering a culture of continuous feedback through training initiatives, organisations can foster a shared understanding of its benefits and promote active participation at all levels.

To gather a comprehensive view for organisational improvement, a balanced approach to feedback is crucial. Combining both positive and negative feedback allows for the identification of strengths as well as areas requiring improvement. Positive feedback highlights and reinforces strengths, while negative feedback sheds light on areas that may need adjustment or correction.

By prioritising training and promoting a balanced feedback approach, organisations can pave the way for successful implementation of continuous feedback, leading to enhanced performance, growth, and overall organisational success. 


For other relevant posts:

  1. Performance Management Automation. 
  2. Personal Development Objectives. 
  3. Constructive Feedback: How to Deliver Negative Feedback – Tips. 
Matthew Dedes