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Last updated: 08.05.17

6 Reasons why companies deserve real feedback

Despite the advancement of technology, businesses are now focusing less on outdated performance management systems and more on real-time feedback.

Traditionally, businesses and organisations have relied on performance management systems to check in on their employees and see how they are doing when it comes to goals and KPIs. However, as we move into a society that ranks employee satisfaction and work environment above financial reward, companies are starting to swap these systems for real feedback that involves face-to-face interaction among members of staff.

Although the advancement of technology means that colleagues and employees can interact from various locations whenever they wish, it also means that they are increasingly communicating through a computer screen or electronic device.

But this can’t beat old-fashioned face-to-face human interaction to understand how employees really feel. This method causes workers to feel much more valuable to the company and as though their opinion matters. Face-to-face meetings and appraisals also enable managers to form a rapport with each employee which, in turn, boosts staff morale and overall well-being within the office environment.

Here we take a look at why business managers and HR departments should encourage real feedback in the workplace.


More than ever before, with the emergence of millennials and Generation Z in the workplace, employees are seeking recognition from their managers. They crave appreciation from senior members of staff, regarding recognition for contributions more fulfilling than rewards or gifts.

Recent studies have indicated that focusing on improving an employee’s strengths, rather than their weaknesses, can boost their motivation and increase engagement. Managers can do this by highlighting each employee's strengths and training them in this area. However, in order to see real results, this requires time and effort, with regular discussions to pinpoint and develop these strengths.

Regular reviews

In the traditional workplace, employees had got used to having their performance reviewed once a year, in an annual appraisal where they would then set goals for the next 12 months. Now, however, this is becoming a thing of the past as the speed of technology rapidly advances and workers need advice and training more than one a year.

In addition to this, annual appraisals cause unnecessary stress for employees, which can be broken down with regular meetings.

Data and transparency

When employee assessments are based only on annual performance, not only can they be inaccurate (they often misidentify top performers) but their stack-ranking can also be intimidating and ineffective for worker who work best in an environment that isn’t competitive.

Assessments and rankings like this can also demotivate staff, with much pressure to be highly rated. Data and performance reviews that do not compare employees to each other are often proven to be much more effective as they focus more closely on each worker's individual strengths.

The modern employee

The skills businesses look for in their employees are much different to those they’d opt for in the past. With the birth of the Internet of Things (IoT) and the rapid-development of technology, professional skills now have a shorter life-span. This means workers have to constantly be learning to keep up with new trends, making it crucial for them to receive regular training.

Younger workers like millennials and the emerging Generation Z, are now being brought-up in this world and constant learning is something they expect. This is one of the reasons why businesses are looking to hire creative young talent that provides a high-learning capacity. Nevertheless, these employees require managers that will spend time coaching and advising them.

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