Why Providing Effective & Regular Feedback in Workplaces is Essential

The benefits of an effective performance management system are seen to extend far beyond team members themselves. In fact, feedback systems when combined with any management system can make a substantial impact on any organization. While advising team members about business and personal goals, discuss how employees can meaningfully share feedback to enhance both quality and productivity levels within the organization.

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An environment, where employees can comfortably ask for and receive feedback from their colleagues and managers, can really make a world of a difference to how a workplace operates. However, the downside as seen today is that feedback is something that happens just once a year and often during annual reviews and appraisals which can be uncomfortable for some. 

Can you remember the last time when someone offered you feedback on your performance in the office? If you gave it a long and hard thought then you would respond that it was probably way too long ago.

Feedback may be a daunting task for many people at work, however, it’s also necessary if you are wanting to create motivated and high-performing teams. Here are some of the reasons why providing effective and regular feedback at workplaces is essential:

It Offers A Strong Reason for Change and Triggers Growth

Feedback offers people the essential platform to look at themselves in a different way. It enables them to see how people around them perceive them, and the kind of impact that their behavior and working style has on others. This can offer better insight to managers as it enables them to see areas of improvement and plugin gaps where necessary.

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What’s more, it is but natural that most people would want to succeed in their work and as a result, they are willing to accept constructive feedback with open arms. Even if the feedback may not be so encouraging, but an employee may still receive constructive feedback that strikes a chord with them and enables them to become a more effective worker as well as a better coworker.

It Helps You Make Sound Decisions

Did you know that more than 60% of employees feel that something or another is holding them back or impacting their performance? Imagine trying to make a decision on your employees or any business strategy not knowing how they are performing. When you stop and take-out time to listen to your employees, you can unlock a significant amount of insight as to what they are doing, what they feel, and where they are headed to. Feedback can help you make sound decisions.

It Offers a Better Insight to Purpose and Aim

It is the human tendency that we all want to feel a sense of belongingness at work. What’s more, we all like being appreciated for any positive contribution that we may have made to the organization. In other words, we all like to add value to what we do, knowing that we are part of a wider team working towards one common goal.

Such awareness and knowledge that we are useful and are valued offers a sense of purpose. It also shows that there is meaning to what we do and offer. This enables people to work harder, show up every day and deliver their best. By offering timely feedback, we can let employees know how much they are valued and cared for. Negative feedback can also trigger and motivate people to do better at work. Any constructive feedback, be it positive or negative, can reinforce employees that they are not dispensable and that they can add value in what they do.

It Helps to Bring Out the Best from Your Employees

A number of employees really enjoy continuous feedback as it helps them perform better. According to recent studies, employees admit fact that their performance would improve if they are offered timely feedback by their managers. Employees just don’t want a pat on the back or to be told what a good job they may have done. They would like to know what more they can do to improve. Such feedback can also help them progress in life or assist them in promotions.

It Enhances Employee Engagement

Studies reveal that nearly 50% of workers are actively disengaged when they receive little or no feedback. This shows how important it is for employees to receive active feedback. Even if nobody mentions it, employees in most cases crave for feedback.

With ambitious and younger generations making up most of the workforce, constructive feedback will remain to be a focal point for most organizations. People at work will learn from mistakes and can do better in the long run.

It Balances Out Working Relationships and Creates a Feeling of Trust

Constructive peer-to-peer feedback paves the way for communication channels and dialogues among employees. This proves to be most useful especially when there are conflicts or any tension between colleagues. Through positive feedback, you can bring things out in the open so that any misunderstanding can be resolved, a sense of trust is built and coworkers can coexist to work as one unit. Moreover, timely feedback can prevent any future conflicts from happening in the future. Small issues can be easily resolved before they are escalated and become bigger.

It Makes You a Better Leader

Researchers have found that managers who offer honest feedback to their team members are rated higher as compared to those who do not. Clearly, your team members look up to you for constant and honest feedback. Furthermore, once you receive feedback from your team then you can also quickly improve to become a more effective leader. You would be viewed differently by others and can learn and grow and overcome any shortcomings effortlessly.


It is imperative that employees of your organization receive continuous feedback about how they are performing and how they can improve. But feedback sessions should be held regularly and not once a year during appraisals and annual reviews. Organizations should adopt a healthy and open culture where employees can receive as well as offer feedback on a regular basis. It is now seen as a fundamental pillar of any successful company.

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Gaurav Sabharwal


Gaurav is the CEO of JOP (Joy of Performing), an OKR and high-performance enabling platform. With almost two decades of experience in building businesses, he knows what it takes to enable high performance within a team and engage them in the business. He supports organizations globally by becoming their growth partner and helping them build high-performing teams by tackling issues like lack of focus, unclear goals, unaligned teams, lack of funding, no continuous improvement framework, etc. He is a Certified OKR Coach and loves to share helpful resources and address common organizational challenges to help drive team performance. Read More

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