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Beyond Annual Reviews: Feedback 2.0 Approaches in 2024

Gone are the days when feedback was a once-a-year, top-down monologue disguised as a performance review. The modern workplace thrives on continuous learning and agile adaptation, demanding a complete redefinition of how we offer and receive feedback. As organizations recognize the invaluable role of feedback in driving performance and engagement, they are reimagining their feedback mechanisms to align with the dynamic needs of the modern workforce. However, the challenge lies in not just revamping strategies but also introducing novel methods beyond routine review discussions, fostering a culture of sustained feedback.

In this article, we delve into how industry experts and CEOs are spearheading this paradigm shift, redefining feedback mechanisms to optimize success in today’s fast-paced business landscape.

Implement Continuous Two-Way Feedback

Alexis Haselberger, Time Management and Productivity Coach at Alexis Haselberger Coaching and Consulting, Inc, emphasizes the pivotal shift towards implementing continuous two-way feedback in the workplace. She asserts that “Feedback is, without a doubt, one of the best tools we have to help employees grow and create the culture we want. Even in remote-hybrid settings, rather than reserving it for annual reviews, we should have continuous feedback. For my business specifically, feedback operates as a two-way street—I provide it regularly and seek it frequently.”

Alexis Haselberger

Expanding on his approach, Alexis highlights, “When giving feedback, I focus on being as specific as possible about the impact. Whether praising individuals or offering constructive feedback, I provide detailed insights into what was done well or where focus is needed, reinforcing positive actions and ensuring clarity on areas for improvement. In terms of frequency, I provide feedback promptly, addressing trends during one-on-one discussions. This way, feedback is never a surprise during reviews, and individuals are consistently aware of their performance and opportunities for enhancement.”

Tanya Klien

Conduct Post-Project Feedback Sessions

Tanya Klien, CEO of Anta Plumbing, is revolutionizing feedback culture with “day-after” sessions following major projects. She mentions, “These sessions capture valuable insights while the project is still fresh in everyone’s minds. We identify what worked well and pinpoint areas for improvement, informing future projects and maximizing our success.”

Elaborating on the implementation of this innovative practice, Tanya explains, “All these ideas should be documented during the meeting to ensure they can be effectively implemented. Post-project meetings of this nature create an environment where individuals can offer a fair assessment without the stress associated with active project engagement.”

Introduce “Feedback Fridays” with Training

Gillian Perkins, CEO, Startup Society advocates redefining the feedback mechanism and cultivating a continuous feedback culture through the introduction of “Feedback Fridays.” She explains, “Each Friday, we encourage teams to share constructive feedback through anonymous digital platforms, nurturing open dialogue, eliminating barriers, and stimulating honest, ongoing discussions.”

Gillian Perkins

Building upon this innovative practice, Gillian emphasizes the importance of feedback training: “I implemented tailored feedback training, empowering employees to provide effective, solution-oriented feedback. This redefined feedback culture promotes transparency, continuous improvement, and a supportive work environment, enhancing communication and performance across our organization.”

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Gargee Davda

Integrating Feedback-Driven Platforms

Gargee Davda, Principal Associate at NamanHR highlights the importance of integrating feedback-driven tech platforms to facilitate the exchange, analysis, and reporting of feedback in today’s era.

Davda mentions, “Organizations should train managers and employees to give and receive feedback continuously and effectively in real-time using technology enabled platforms. For example, FeedbackSpeaks is one of those online AI-based platforms that can empower a feedback-driven culture within the organizations by analyzing data to identify patterns and track progress for future improvements.”

Maximizing Feedback Impact with Purpose

Shruti Nayak, Principal Associate at NamanHR, underscores the strategic nature of feedback delivery, urging for a thoughtful approach to its dissemination. She asserts, “Feedback should not be freely given but rather shared purposefully, especially when sought by team members. It should be precise and revitalizing, serving as a driving force for team improvement.”

Shruti Nayak

Elaborating on her perspective, Shruti adds, “Integrating feedback into regular performance discussions and aligning it with ongoing training initiatives is vital, allowing teams to harness its power to drive continuous growth and success.”

Continuous feedback remains an indispensable component of both the employee experience and organizational objectives, whether in the past year, the current one, or envisioning the landscape in 2030. As we transition into the coming years, there will be a shift in the mechanisms and concepts that organizations adopt, aiming to make the feedback approach more effective and efficient. This transition necessitates joint efforts from both ends – businesses are required to introduce, educate, and empower their workforce to embrace this change, while employees need to acknowledge, align, and actively participate in the approach to leverage its benefits.

In essence, 2024 marks the year to discard outdated practices and embrace innovative approaches, all to fortify performance, and cultivate a culture of regular feedback for future progress. Still looking forward to understanding performance management and feedback concepts at a deeper level, then click here!

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