10 Types of Feedback in Performance Management

What is feedback?

what is feedback

Feedback is a kind of response that takes place after the conduct of any business operation undertaken by an individual or group. Every feedback, criticism, and comment is deemed vital for successive progress in a learning and development circumstance.  

Employees can experience an environment of engagement and productivity through quality feedback. Good quality feedback indicates to the learners their performance levels and helps them figure out where they want to work to achieve better results. 

Feedback is an instrument that assists a person in evaluating their work and themselves. While the observations and remarks are essential for employees similarly, it’s vital for the leaders too. To focus more on growth, they need an evaluation to be an inspiration for their organization.

Furthermore, feedback is more potent if it accomplishes some of the following criteria;

  • Bridges the gap between the goals and objectives of learning
  • The knowledge learned is implemented in day-to-day life and roles.
  • The learner’s actions and behaviors are brought to focus.
  • The sense of collaborative learning and social sharing are strengthened.

Types of feedback

types of feedback

1. 360-degree feedback

The modern performance review method is gaining attention like a forest fire. Included in this process is confidential, anonymous feedback from the people who work around an employee. They can be the employee’s manager, colleagues, clients, superiors, etc.

Organizations today use 360 degree feedback software to learn and understand the strengths and weaknesses of an employee. Here superiors can evaluate an employee’s performance through multiple sources, instead of just one-on-one feedback from their direct manager.

360 degree feedback fosters an environment of transparency in the organization. Moreover, it boosts the overall performance of the team and facilitates self-awareness.

2. Constructive feedback

The idea behind constructive feedback is to foster a favorable outcome by offering advice, comments, reviews, or suggestions that are invaluable and helpful to a person. The aftermath of constructive feedback is often a boost in the process rate, improvement in human behavior, identification of any weakness, spotlighting of new perspectives, etc., and much more.

The purpose is to provide feedback to an individual in a sense that’ll pave a path toward improvements. This is a noteworthy component, as it augments personal growth on top of professional development in individuals.

3. Formal feedback

A deliberated form of feedback that’s planned and structured professionally in advance to give to an employee.

Additionally, formal feedback is much more organized, methodically documented, and secured for future reference in the business files.

Feedback sessions such as this provide a mutual platform for both the employer and the employee to have open discussions. Questions, doubts, problem areas, things going well, open questions, etc., and much more.

A formal feedback session at the job demonstrates actionable insights in accordance with the facts and figures. 

4. Informal feedback

Informal feedback, as the term suggests, is a casual form of catching up with employees on the work being done.

The sudden and in-the-moment kind of conversation with a person regarding their performance, behaviors, or interactions in the organization.

Informal feedback is a common form of feedback as it takes place at any time, among anyone, and can be as influential and beneficial as ineffective and unkind.

People can be more transparent with each other in this setting as no formal boundaries tie them down from speaking their minds.

5. Positive feedback

The type of feedback that every employee wants in their records. Positive feedback focuses on the strengths and values an employee contributes toward the organization’s success.

Employees that receive quality positive remarks feel appreciated and are more inclined to work toward the company’s success, thus, making them loyal. Humans are naturally motivated to do and be better after hearing some positive feedback.

Positive feedback fortifies good behaviors and helps employees polish their skills professionally.

As the saying goes, excess of everything is bad. Similarly, it’s essential to keep in mind that positive feedback shouldn’t be overused, too, as it decreases the value.

6. Negative feedback

Negative feedback is the type of feedback people usually avoid, but a balance needs to be maintained. Where there’s a negative, there’s a positive too. Negative feedback can often make people anxious or demotivated, which lowers productivity.

But it is also essential as the areas that need to be improved can be highlighted.

Negative feedback can be effective and valuable as it enables supervision of performance and alerts about the changes that should be made. 

7. Quantitative feedback 

The data for feedback purposes that calculates results on a numerical basis, is referred to as quantitative feedback. It assists in quantifying the aspects of a business like – customer service, product and campaign success, etc.

Quantitative feedback works by measurable outcomes and metrics. The information acquired through it is robust and reliable about employee and company performance.

The idea behind quantitative feedback is to acquire multiple answers. Quick multiple choice questions are primarily used so that it’s easy to answer and a high dropout rate can be avoided. Conclusions are then drawn based on the statistics acquired.

8. Qualitative feedback

Qualitative feedback is a non-numerical representation of comments and reviews through which individual perspectives can be understood. Organizations bring qualitative feedback into action so as to gain quality insights about the clientele and their issues or motivations.

Qualitative feedback enables a more subjective discussion about quality and performance and helps discover the ‘why’ behind quantitative results.

9. Sandwich feedback

As the term suggests, this type of feedback literally portrays a sandwich. Herein, two positive feedbacks cushion the negative feedback.

Initially, the superior delivers positive feedback and then critical or constructive feedback. After that, another positive feedback closes the whole feedback process.

Professionals more often than not prefer the sandwich feedback or hamburger method as a valuable and innovative way of tackling challenging conversations. The idea behind this type of feedback is to ease the blow of the critique by engulfing the negative remarks between two positive comments.

10. Immediate feedback

The instant feedback approach wherein reviews are provided on-demand or contextually, immediately after a learner’s action. This assists a person in deepening their understanding of things and how to improve themselves.

Immediate feedback that is provided just after the action or learning helps improve understanding. It addresses the misconceptions, reinforces the strategies, and supports in achieving a high retention rate.

Furthermore, immediate feedback enhances an individual’s confidence and self-awareness which leads the path toward increased motivation.

Winding up

importance of feedback

The importance of feedback is not only the emphasis on professional growth, but also the aspect of personal growth. This eventually all adds up to drive a positive organizational and financial outcome.

A culture of feedback rests upon the shoulders of psychological norms, where workers are interlinked. Developing and maintaining relationships, addressing the biases, having open discussions, offering constructive criticism, and highlighting the successes.

Organizations want to build and nurture a culture where the workforce feel valued and great success is accomplished through even better work. Adopting a culture with quality feedback at every stage will pave the path toward that goal. 

Feedback molds every individual into the people and professionals they are—or aspire to be. A study by Gallup suggested that managers who often provide their workforce with feedback influence them to be 4 times more motivated to outperform themselves, and 3 times more engaged at work.

In today’s swift moving era, software providers like Zimyo, are keen on understanding each and every organizational and workforce requirements and are bridging the gaps between them with their robust solutions.

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