• English
  • Español
  • Promoting talent through feedback culture

    by Alba Saldaña | Jul 30, 2020 | Reading time: 5 minutes | Blog


    Feedback is a necessary tool that contributes to the internal and external growth of companies. Those organizations that decide to incorporate it to their business culture may achieve more benefits. This is possible thanks to the continuous identification and communication of achievements and points of improvement in business departments, managers and subordinated workers.

    At Evolution, we consider a strong company should deeply know itself and its team. For that reason, we are committed to a feedback culture that helps us to always give the best response and performance through our main driver: people.

    What do we need to give correct feedback?

    To correctly implement feedback as a part of our corporate DNA, we have to ensure quality internal communication. In this way, we obtain a better relationship with employees: boosting their achievements and finding improvements.

    Therefore, we understand this tool as an essential part of team management that will allow us to enhance specific points and recognise good work.

    People & Talent: the cornerstone in the construction of the work environment

    The Human Resources department role is crucial in the implementation of these values. David Gil, People & Talent Manager, is aware that the team is always the most important component in any company.

    Talking about the feedback culture, David tells us he finds it something very positive: “it aims to improve internal processes at all levels. It plays a part in business transparency, pointing out some aspects to improve. And, above all, it not only affects the company benefits but also the personal recognition about what we do well.”

    Our People & Talent Manager knows that all employees deserve an inversion of effort, which will become a cordial, assertive and self-critical work environment. “If we move our actions forward constructive communication, we will improve the company results and benefits”, tells us David.



    Tools to ensure a feedback culture

    We firmly believe in the importance of a continuous feedback system, without waiting for any specific dates to give it. In this way, through our HRMS, we can do it whenever we want to, what means a better relationship between departments and professionals. The absence of deadlines to carry out this kind of activity promote a more inclusive environment. We will gain better communication skills to reward our colleagues when they do their work correctly.

    To achieve more excellent performance, we recommend that all these comments always be proportionate, fair and constructive. We will focus on communicating about how we work and not about who we are. In that way, we will avoid taking feedback in a personal way. 

    All these feedbacks, along with the result of our daily work, will be collected on two annual Appraisals. These evaluations will allow us to reflect our performance in those months.

    We value horizontal communication, which aims constant listening and dialogue. That is why it is essential to conceive this information exchange from multiple perspectives. In this way, we understand this action as a 360 degree feedback process, following a cyclical and generic form. We allow our workers to evaluate, not only their subordinates but also themselves and their coordinators too. Thus, we achieve a complementary vision with a more in-depth approach.



    What are the benefits of incorporating a feedback culture in our company?

    Including some attitudes based on the importance of feedback on our day-a-day routine will give some advantages to our organisation:

    – Higher capacity for continuous improvement:

    If we identify some points of improvement, workers will be able to understand what is necessary to change and how to do it. In this way, personal objectives go along with business goals to a common end: obtaining the best result.

    – Identification of the main goals achieved by the worker:

    Focusing on workers correct performance, we will make them feel recognised for their efforts, and this will encourage them to continue developing their role correctly. They will feel more motivated to keep reaping the rewards.

    – Early detection of future problems: 

    Locating points of enhancement we will be able to prevent future problems, matching our actions with the business goals. The importance of implementing a feedback culture lies not so much in improving today but in always keeping an eye on tomorrow.

    – Close and transparent relationship with employees:

    If we ensure fluid and constant communication with our colleagues, we will get a more significant approach and empathy towards their roles and attitudes. In this wise, we will better understand which are their difficulties in the routine and will appreciate achievements more. On the other hand, the relationship between managers and employees will become more horizontal, which will lead to more trust between both parts.

    – Motivation and performance improvements:

    Using constructive and precise feedback, we will get a greater employee satisfaction, as his manager will show confidence in his work. We also create a higher sense of belonging: our team will feel more valued and recognised, which means a better attitude to face challenges.



    Feedback culture: a key aspect in business environments

    Including this kind of tasks in our daily routine is not always easy. However, if we overcome all the technical and internal difficulties that may arise, it can benefit us from different perspectives. David Gil, from People & Talent, insists that we should make that effort: “Companies will have to try to focus on the implementation of this kind of policies. If we do this, we will be able to ensure a continuous process of improvement, seeking excellence in our workers’ performance and upgrading internal communication in the organisation”.

    Aiming in a feedback culture, we will succeed in a more significant commitment to achieving goals. And what it is even more important: we will add value to our workers’ experience. By practising empathy and recognising their work performance, they will feel supported by their department, colleagues and, especially, by the company. In this way, we will implement a better work environment where failures are always ready to improve.

    Would you like to join our team and discover our corporate culture by yourself? We want to meet you!