05 Mar Why Feedforward is More Effective Than Feedback in Managing Performance
In the world of performance management, giving effective feedback is a crucial leadership skill. Yet, it remains a task often dreaded by leaders across the board. While essential for aligning employee performance with expectations, the traditional feedback approach focuses predominantly on past actions, which may not always lead to the desired improvements. This is where “feedforward” comes into play—a more progressive strategy that shifts the emphasis from past mistakes to future potential.
Why Traditional Feedback Falls Short
Ever felt like traditional feedback just doesn’t cut it? You’re definitely not alone! While it’s a go-to tool in workplaces, it often misses the mark on providing the immediacy and depth needed to truly drive improvement. Let’s explore why this old-school approach might be holding us back and how we can make feedback more impactful and transformative.
Stop Using The Praise Sandwich
The classic feedback method, often called the “praise sandwich,” tries to cushion criticism between positive comments. While this approach aims to soften the blow of negative feedback, it often doesn’t hit the target. Many leaders admit that this technique can dilute the message and make it less impactful. Employees frequently mention that it’s hard to remember details from feedback sessions, especially when negative remarks overshadow them.
Research highlights the importance of focusing on employee strengths rather than weaknesses. A Gallup survey shows that 67% of employees whose managers focus on their strengths are fully engaged in their work, compared to only 31% whose managers focus on weaknesses. This points to a significant gap in the effectiveness of traditional feedback, often leaving employees feeling demotivated and unsure about how to improve.
Introducing Feedforward
Feedforward is a forward-thinking alternative that focuses on future actions and improvements rather than past shortcomings. Here are four compelling reasons to consider integrating feedforward into your performance conversations:
- Future-Focused Guidance:
Feedforward centres on developing people by providing suggestions for what they can do moving forward. It delivers an objective blueprint for future actions, helping individuals understand what changes are necessary to achieve their goals.
- Constructive and Inspiring:
Unlike feedback, which can induce feelings of inadequacy, feedforward is inherently constructive. It inspires confidence by offering a clear path for improvement and highlighting the skills or behaviours necessary for success.
- Objective and Depersonalised:
Feedforward describes future possibilities rather than past errors, which helps depersonalise the process. This objectivity removes personal biases and judgements, reducing defensiveness and encouraging openness to change.
- Positive Reinforcement for High Achievers:
High achievers, in particular, benefit from feedforward as it aligns with their innate drive to excel. By clearly outlining future goals and providing actionable steps, feedforward equips them to achieve even greater heights.
The Case for Feedforward
Marcus Goldsmith, a thought leader on the topic, highlights that feedforward works wonders with successful individuals by focusing on potential achievements rather than past slip-ups. When done right, feedforward offers a clear path to excellence, helping employees take positive steps toward improvement.
At its heart, feedforward is about crafting a more engaging and motivating environment where employees feel empowered to drive their growth. It syncs leadership practices with the dynamic needs of today’s workplaces, nurturing a culture of constant improvement and mutual support.
Conclusion
The move from traditional feedback to feedforward represents a significant evolution in performance management. By focusing on positive future outcomes and providing clear guidance for growth, feedforward enhances employee engagement and drives better business results.
If you’re ready to shake up your approach to performance management, why not try using feedforward strategies in your organisation? For more on how we can help you put these practices into action, contact us at OMT Global.
