Feedback vs. Feedforward: Which is better for performance management?

[jrineakter]

When managing employee performance, you may wonder: What really helps employees reach their full potential: constructive advice about their past work or helpful suggestions for the future? Feedback or feedforward?

Think of it like driving a car.

Feedback is the rearview mirror, offering a view of where you've been.

Feedforward is the GPS, which guides you to your destination.

Both roles are crucial to feedback loops , and leveraging their unique advantages can significantly improve employee performance management in your organization.

What is feedback?
Feedback is information about a person's performance or behavior that is shared with them in order to improve their performance . It can come from a variety of sources, such as bosses, colleagues, clients, or oneself.

A feedback session offers a dedicated space to discuss an employee's performance. These conversations can be opportunities for constructive feedback where they can receive guidance on how to improve.

According to the people development saudi arabia number data report by LMS training platform Eloomi, 64% of employees and 72% of managers attach considerable importance to constructive feedback.

It's important to remember that positive and negative feedback can be equally valuable. Negative feedback can highlight past mistakes and offer lessons for the future, while positive feedback reinforces an employee's strengths and encourages them to continue on the right path.

**Also read Examples of feedback for managers: Guide for managers

What is feedback?
Feedforward is a proactive approach to performance management that focuses on anticipating and addressing potential challenges or opportunities for improvement in the future.

Applying feedforward involves a more collaborative process. It often begins with a feedforward assessment, where individuals or teams identify their goals and aspirations.

Not only does it help individuals develop professionally, but it also strengthens positive interpersonal relationships by fostering a culture of compatibility and growth.

Key differences between feedback and feedforward
Understanding the key differences between feedback and feedforward will help you design a better process for evaluating performance in your organization. Both concepts are valuable, but they serve different purposes and offer unique advantages.

Function Feedback Feedforward
Focus: Past performance, future potential
Purpose: Evaluate, assess, anticipate, guide
Methods Performance reviews, 360-degree feedback Coaching, mentoring, feedforward leadership Approach Evaluation approach
Reactive, proactive approach
Benefits Identify strengths and weaknesses Develop skills, achieve goals Approach Reagent Proactive
Feedback is primarily concerned with providing information about past performance . It helps individuals and teams understand their strengths, weaknesses and areas for improvement.

In contrast, feedforward is future-oriented and focuses on anticipating and addressing potential challenges or opportunities . Feedforward leadership involves creating a supportive environment in which individuals feel empowered to seek guidance and develop their potential.

Feedback examples
There is positive feedback, which involves congratulating someone on a job well done, and constructive criticism, which involves letting them know what they are lacking and how they can fix it in the future. Let's look at some examples of each type.

Positive opinion
Specific: "I really liked how you handled the difficult customer yesterday. Your calm and professional demeanor effectively diffused the situation."
Inspiring: "Your creative ideas for the new marketing campaign are really refreshing. Keep thinking outside the box."
Thank you: "Thank you for doing your best to complete the project on time. Your dedication is invaluable to the team."