Feedback in the business: management tool

The professional life of an employee is skirted by pitfalls and annoyances. Thanks to the method of company feedbackIt is possible to offer employees some respite, benevolence and appreciation for their work.

In France, according to a study published in 2019 by Most human partners, 55 % of the French considers them lacking in recognition in their professional environment.

So what is feedback for and what is it for? What are the known techniques? How to master feedback? Inventory.

What is feedback?

In the professional context, Feedback designates an expression expressed by a person requested on something or someone.

The main objective of this feeling is to give a return based on a clear, objective and observation message

In the business world, feedback is an important management element as it allows advance employee, both in their work and in their skills.

It can also be very useful to correct and clarify some aspects relating to the behavior and attitudes of employees.

To be effective, the company feedback must be done with kindness And it must always make sense. A sign of recognition must be as objective as possible and never be free when it is negative.

Immediate profits

Feedback cultivation puts emotional and psychological factors in play and is very based on Transversal skills. When it is well done, well given, it is accompanied by immediate benefits.

Initially, it is part of a human dimension since he who receives feedback seems respected and recognized. This recognition will have a positive and immediate influence on its motivation, its commitment and therefore its performance.

In a second step, the company feedback has an important managerial dimension. Development tool, guides the employee and reassures him in the exercise of his daily tasks: It is a real leadership element.

Therefore, feedback has an immediate impact on the one who receives it. Congratulations to an employee for his workBy encouraging it or even helping him to correct behavior will allow him to grow, affirm himself and above all to work better.

Feedback techniques

In terms of management, there are 3 types of feedback.

Positif feedback

Positif feedback It is probably the easiest way to formulate because it returns Congratulated with its interlocutor for a skill, suitable behavior or a well -done job.

Particularly pleasant for the employee who benefits, however, it must be constructive and rely on tangible elements.

Example: «Bravo for this representation, I found it clear and relevant». This type of feedback is very important because it strengthens trust and improves the cohesion of the team.

Crop feedback

Crop feedback OR Corrective feedback It is a little more delicate and must be formulated gently as it is made up of Take a constructive criticism of facts or behaviors.

Reorbit the feedback are not given in the same tone of positive and aim to Correct a problem or a way of an employee Underlining him. Touch and psychology play an important role in its management.

Development feedback

The it is composed of make a return to an employee for the purpose of improving and therefore of developmentBoth personal and professional.

This type of feedback in the business is essential since its vocation is growing an employee.

He must focus on the improvement points by making it clear what is expected from the person concerned so that he can adapt his professional practices

📣 Do you want to set a complaint channel in your business? Discover our complete guide on the subject!

How to correctly master the feedback in a company?

Feedback is a delicate art. But there are some keys to master it well and don’t reduce its effectiveness!

Define the objectives

Before formulating a feed again to an employee, it is essential Know why you have to formulate it and the goals you are targeting.

Would you like to congratulate an employee for his work or unlike focusing on an error? Do you want to cause a reaction or trigger an awareness? Do you need to cut an employee?

The type of feedback you are about to give will depend on the action you want to activate and the facts in question. Before expressing you, ask yourself the right questions.

Contextualizes feedback

So that the feedback is effective, it is absolutely necessary to contextualize it. Positive, correction or development, will have no meaning without context.

Take on the facts and formal as objectively possible, without animosity and always with benevolence.

The goal here is Give the meaning to feedback, emphasizing the actions rather than on the personality of the individual.

A good return is based on concrete observations.

Put humans

‍ Feedback in the business must certainly be an objective but above all be on the human dimension. All individuals have emotions and it is often useful to explain the sensation in the face of an action by an employee.

The idea here is to express the emotion that has aroused in you. Agenda, sadness, joy, anger … be honest while remaining courteous and refined psychologist.

Do not hesitate to Make the interlocutor understand the effect of his actions on you or his colleagues. Sometimes an employee does not realize the impact of his actions and this awareness, with feedback, can be spared.

Chiara request

Too often, feedback is misunderstood, poorly perceived because it is scarcely given. To avoid misunderstandings and lead to a positive reaction from your interlocutor, Clearly formulate your feedback.

Be precise and pass your message by making it clear what you expect from him and/or what do you think of his work or behavior.

The misunderstanding is the enemy of feedback, avoid misunderstandings.

Think of an action plan

Because there are results, the feedback must offer solutions.

When it is negative or development, He must give birth to an action plan to make things happen and improve what should be.

It is therefore essential to agree with the collaborator interested in the documents to be implemented and what you can do to help him in his progress.

It will therefore be necessary to be reactive and control progress Of this person after this feedback from individual interviews and regular points.

Choose suitable tools

When feedback is given, it is essential to measure the consequences and notice the improvements. For this, it is essential Call on suitable tools for optimal monitoring.

Digital or not, these tools allow you to keep track of what has been said and to take note of the progress.

THE Individual maintenance grid For example, it is a prominent tool to list what has been said and the actions that have been decided.

How to perpetuate the cultivation of feedback in your business?

For human resources teams as for employees, including new habits it is not always easy.

Setting the cultivation of feedback within your organization is a brilliant idea that will undoubtedly improve your management and yours employer.

But the most complicated is to continue this philosophy.

Therefore, it is undeniable that you will need Support management, manager and all your employees in this approach. Human resources services will also be of great help.

All interested parties in your business must be fully involved in the development of the cultivation of feedback.

Involving employees and more particularly those who have a hierarchical status is fundamental.

Also, don’t hesitate AFAdmit communication and encourage employees to express themselves.

Feedback is a performance leverage. Release language and cause changes to each other.

He emphasizes man and infuse this culture of feedback in your collaborators.

You are also paying attention to their feedback and focus attention on the importance of exchange.

Finally, make sure that This support is done in the long term And remember to thank those who actively participate in this change. And why not create a chart of benevolence and reward feedback champions?