Intelligent feedback: a driver of evolution in any team.

“True motivation comes from autonomy, mastery and purpose” – Daniel Pink

Daniel Pink’s quote – “True motivation comes from autonomy, mastery, and purpose” – is deeply connected to how feedback is received within organizations. The motivation to engage in projects with a clear purpose and the perseverance not to give up depends on receiving feedback from one’s manager or team. In recent years, there has been increasing discussion about the need for feedback in the workplace, especially in organizations based on clearly defined hierarchical structures, strategies, and high performance expectations from employees.

Through this article, I aim to discuss the types of feedback found in organizations, the importance of providing it to employees regardless of their position, and techniques for improvement. I believe that objective evaluation is essential for professional development, employee wellbeing, and the overall performance of the organization.

Feedback is not just about the message delivered to someone, but also how and when it is given. Whether it’s about appreciating an effort or correcting behavior considered inappropriate, the principles of effective feedback remain the same: clarity, perspective, and actionable solutions. There is an interdependent relationship between feedback and organizational behavior that directly influences team attitudes, actions, and dynamics, while organizational behavior determines how effectively feedback is applied and accepted. For example, an employee who regularly receives feedback on their interpersonal behavior and task involvement will be more engaged and motivated to achieve high performance.

Feedback encountered in the organization

Feedback can be classified based on purpose, content, and formality. This classification plays a strategic role, acting as a map that guides communication, professional assessment, and different approaches to problem-solving.

• Formal feedback – documented

• Informal feedback – spontaneous

• Positive feedback – appreciation

• Constructive feedback – improvement

• Negative feedback – criticism

• Continuous feedback

• Periodic feedback

• Employee-requested feedback

• Evaluation feedback

Creating a feedback culture helps team members express their needs, improve their skills, and collaborate more effectively. Communication based on mutual respect, listening, and objectivity transforms feedback into a tool for improvement rather than criticism. The type of feedback offered by a manager is directly linked to organizational expectations, company culture, and employee needs.

Within organizations, we encounter various types of managers based on professional expectations and communication style. For instance, a results-oriented manager will expect employees to focus on set objectives and measure performance through KPIs: “You’ve reached 80% of your target—how do we get to 100%?”, compared to a team-oriented manager who emphasizes soft skill development such as empathy, emotional intelligence, and communication: “What resources do you need to grow in this area?”

On the other hand, negative feedback based on criticism highlights problems or weaknesses in a harsh, unconstructive manner, often without offering clear suggestions for improvement. Unlike constructive feedback, this form of communication focuses solely on criticizing results or behavior and often leads to demotivation, stress, and destructive conflict.

The role and importance of feedback

Feedback plays a vital role in organizations, acting as a driver of performance and continuous development for both the business and its human resources. It should be formulated in a way that helps the recipient understand what can be improved without discouragement. Providing and receiving constructive feedback is crucial for the healthy development of an organization and serves the following purposes:

• Tool for critical thinking

• Improvement role

• Communication role

• Evaluation role

• Educational role

• Motivational role

• Appreciation role

• Personal development role

• Professional development role

Feedback enables open and effective communication between team members, managers, and subordinates. This aspect helps clarify expectations and reduce misunderstandings. Effective communication based on feedback promotes transparency and trust within the team. Providing constructive feedback helps employees feel appreciated and understand how they contribute to the team’s success. Without feedback, employees may feel their work is unrecognized, potentially leading to demotivation and internal conflict.

Feedback improvement techniques

Feedback should be given regularly, not just during annual performance reviews. Frequent feedback sessions help maintain open communication and resolve issues before they escalate.

Feedback is considered a key tool in shaping organizational culture. Studies highlight the importance of clear, structured feedback, supported by techniques involving active listening, communication, objectivity, and empathy:

360-Degree Feedback Technique

The 360-degree technique is a performance evaluation tool that gathers feedback from multiple sources. These include managers, peers, subordinates, and the employee’s self-evaluation. The goal is to provide a comprehensive view of the employee’s skills and behavior from different perspectives.

EDGE Technique – Explain, Describe, Give, End positively

The EDGE technique is a structured process for teaching or giving feedback. It is frequently used in education, coaching, or training to ensure effective learning and a positive experience for participants.

SBI Technique – Situation, Behavior, Impact

The SBI technique – Situation, Behavior, Impact – is a structured model for giving feedback. It facilitates clear and constructive communication by analyzing the context, observed behavior, and its impact on the organization.

Feedforward Technique

Feedforward offers suggestions and recommendations for improving future performance. Unlike traditional feedback, which focuses on evaluating past actions, feedforward provides guidance on how to enhance future behavior or results, creating a more positive and constructive perspective.

SSC Technique – Start, Stop, Continue

The SSC technique – Start, Stop, Continue – is a feedback model used to assess and improve individual or team performance. It provides a simple and effective framework to discuss behaviors and actions that should be initiated, ceased, or continued. This technique encourages communication and helps identify improvement opportunities.

The first studies on feedback appeared in psychology with the behaviorist theory. Skinner – its promoter – identified basic principles of learning, demonstrating that both animals and humans respond to “reinforcements” (confirmations, validations). Positive feedback was seen as “positive reinforcement,” while negative feedback based on criticism was considered “punishment.” Feedback enhances potential during various learning stages and identifies the necessary actions for performance improvement. It can be positive or negative and is used to shape behavior.

Positive reinforcement provides the expected reward, while negative reinforcement allows the avoidance of unpleasant stimuli. Positive feedback has favorable effects on motivation, self-efficacy, and performance. If a task or behavior is carried out correctly, positive feedback signals that the behavior should continue.

What are the long-term effects of feedback?

Feedback is not just a performance management tool—it is also a way to support employees’ mental health. Through regular, constructive, and balanced feedback, organizations can foster a work environment where employees feel valued and respected. A culture based on constructive feedback contributes to a more productive and satisfying workplace for the team and has the following long-term effects:

• Reduced emotional discomfort

• Burnout prevention

• Encouraging personal development

• Task structuring

• Creating an inclusive environment

• Improving emotional wellbeing

• Boosting self-confidence