In the corporate world, structured feedback is an assessment, analysis of behavior, or work performed by a professional. In this context, its main purpose is to identify and spot errors, successes and make suggestions for improvements about the execution of tasks and behaviors. It is an assessment to stimulate professional self-knowledge individually or as a team and point out points for improvement. Therefore, it is an essential part of any organizational culture that seeks excellence. 

However, feedback is a challenge, even though it is a task that should be common in the routine of a company’s teams. Also, when it is negative, it becomes more complicated if there is no preparation. Thus, it is critical to give structured feedback. This means that it is necessary to understand and choose the correct criteria for the evaluation, always thinking about what you are going to say, can positively impact the performance of the employee and make him/her even better. 

In this post, we hope that you can understand the importance of providing structured feedback and how to build one. Read on and find out!

The importance of a structured feedback

First of all, it is necessary to say: feedback is not a set of complaints and criticisms about someone. Quite the opposite. structured feedback process is capable of providing deep and continuous changes that will optimize results and improve internal relationships and task execution. 

In this way, for those who receive it, it is an opportunity for self-knowledge, since it is not always easy to perceive in oneself what needs to be improved. On the other hand, managers must also know how to identify gaps and improvement points for proper guidance. The conclusion of all this is a company with increasingly agile, scalable results and an environment of exchange, transparency, trust, and team satisfaction. 

With that in mind, we highlight some steps to develop structured feedback that can make a difference in business.

Composition of a good structured feedback

Let’s start with authenticity. Believe that the feedback you are giving will have a positive impact on the worker and that it will affect the entire company. Remember not to use structured feedback to manipulate or attempt to interfere with the person’s opinion.

Furthermore, it must be well-meaning and impersonal in the right measure, because the objective is to promote improvements and develop the employee’s professional skills. So don’t give feedback if the intention isn’t positive and isn’t focused on the behavior. 

Another very important point is that structured feedback must be personalized, that is, according to the personality of the person receiving it. To do so, consider whether the person is more sensitive to criticism or is more objective and direct, for example. With that in mind, go straight to the point, bluntly, making it clear what your goal is with that return and what the points for improvement should be. 

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Types of structured feedback

There are several styles of feedback, here are some of them:

Triple C

A technique that can also help a lot in implementing structured feedback is the Triple C model, an assessment composed of Context, Behavior and Consequence. 

In Context, feedback must contain the situation in which the behavior under analysis occurred. Here, explain step by step what happened. But be careful, pay attention to showing how that behavior can be improved for future projects. Behavior is an unfolding of the context, that is, the course of action chosen by the professional. This is because he may not have even realized that there were other choices and actions at that time. 

The Triple C, Consequence, concerns what the action caused to the professional's performance, in addition to the team and the company as a whole. At this point, the leader makes it even clearer that feedback is a suggestion for improving performance that will impact the professional development of the person and the business as a whole. 

Team assessment and individual assessment

The idea of ​​team assessment is to analyze and enhance joint processes within the company. Thus, it will be possible to understand what works, as well as adjust and improve the work. In self-assessment, the persons are encouraged to reflect on their work together with the hierarchical superior. This type of assessment allows the employees to see their strengths and weaknesses. The result? Improvement and development of skills that will benefit both parties. 

Competency Feedback

Another very common type of structured feedback. In it, a set of knowledge, skills, and attitudes necessary for the execution of a task are evaluated. One of the advantages is that the employee is able to perceive which skills should be developed to improve performance in the organization.

360º Assessment

The employee receives simultaneous feedback from different sources. That is, leadership, co-workers, subordinates, customers, among others. This assessment allows a complete analysis of the professional.

Leader assessment

Finally, structured feedback goes in the opposite direction. It is the evaluation of professionals who are in managerial positions in a company. It exists to understand how leaders act. Therefore, the leader’s assessment should measure the ability to identify problems, make important decisions, evaluate scenarios and act with integrity and transparency. 

Clearly, we can see that structured feedback brings changes that makes a difference, when it is done constantly and with high frequency. So, how is the feedback culture in your business?

structured feedback

Technology is present in our daily lives, and when it comes to work, it has a lot to offer. Actio Performance Management is a software developed by Actio in partnership with the Falconi, and helps several companies in the performance evaluation process, with several features focused on types of feedback.

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