Employees are increasingly looking for dialogue and authenticity, especially Generation Z, who prefer regular, constructive feedback to help them progress. Isolated annual appraisals are a thing of the past. It’s time to establish a feedback culture that is an integral part of everyday business life.
Why is feedback so essential today?
Feedback is much more than a simple communication tool: it is a driver of growth and performance. It fosters the development of employee skills, strengthens relationships and trust within teams, and boosts commitment and overall performance.
For generation Z, feedback plays an even more crucial role. Used to operating in a digital world where everything happens in real time, these young professionals are looking for immediate and constructive feedback on their actions. Companies that fail to meet this expectation risk losing their appeal and their ability to retain talent.
So how do you develop a feedback culture?
Adopt a clear vision supported by management
Implementing a feedback culture starts with a strong commitment from senior management. They must have a clear vision in which feedback is seen as a lever for personal and professional growth, and not as a tool for control or evaluation. To achieve this, it is essential to work on their intentions and focus all their attention on supporting employees and developing their skills.
Another fundamental point is to separate feedback from formal evaluation. While assessment remains focused on objectives and results achieved, constructive feedback focuses on the behaviours to be developed. This distinction is crucial for encouraging a dynamic of learning and continuous progress.
Integrating feedback into everyday practice
For feedback to become a real culture, it cannot be limited to one-off or formal moments. It’s essential to integrate it into everyday interactions, such as team meetings, one-to-one briefings and informal discussions.
One effective method is the “hot seat” technique: in a team meeting, an employee receives constructive feedback from his or her peers in a supportive environment. One-to-one exchanges are also ideal opportunities to discuss strengths and areas for improvement. Even a simple coffee can be an opportune moment to share feedback.
The important thing is that this feedback is constructive, geared towards a concrete result and looking to the future.
Training to develop skills
Giving and receiving feedback are not innate skills. They need to be learned and supported. To maximise the impact of feedback, managers are trained to structure their feedback in a clear and constructive way.
But that’s not enough. If employees themselves are coached to learn how to receive feedback openly, it makes a big difference. They also learn to offer relevant feedback to their peers. This overall approach strengthens the collaborative dynamic and really creates a feedback culture within the company.
Measuring the impact of a feedback culture
To assess the effectiveness of the actions taken, it is useful to monitor certain key indicators. Employee satisfaction, measured through internal surveys, is a first indicator. Team commitment, talent retention and progress in terms of collaboration and overall performance are also criteria to be analysed.
Teams that regularly provide feedback tend to work together more effectively, experience less stress and feel more cohesive. The benefits therefore extend far beyond individuals, directly influencing the collective dynamic.
We support organisations in adopting a feedback culture through tailor-made programmes. These courses help to overcome common obstacles, such as the fear of difficult discussions, while promoting a manager-coach posture and sustainable practices aligned with strategic objectives.
Introducing a feedback culture is a real opportunity to transform the organisation, strengthen internal relations and achieve a new level of collective performance. It is also an opportunity to transform the organisation, strengthen internal relations and achieve a new level of collective performance.
What role do you see feedback playing in your company?