Feedback plays a fundamental role in the nurturing of talent and establishing sound management practices

Corporate conversations can ignite growth, inspire confidence and imbue employees with a sense of place and accomplishment. Feedback plays a vital role in this high level of engagement in developing employees and the business. Defined within a competency framework, it creates awareness of self, of how people work within teams and effectiveness in the organisation as a whole. It is a powerful resource that can support coaching and strengthen employee self-belief.

However, feedback takes courage and the impact of poorly structured and badly executed sessions can often result in two outcomes that are not conducive to growth:

  • I am OK – this message often results in a sigh of relief and talent stagnation
  • I am not OK – this message confirms feelings of failure and incompetency and again leads to talent stagnation and demoralisation

These two messages can immobilise the employee and lead to stagnation within their role, limiting their career growth and engagement with the organisation. This is, of course, not the objective – the true role being to open up the conversation of feedback that allows for the free flow of information that empowers the employee to take ownership. It is central to learning and provides the employee with tools to improve their performance in a constructive setting and with insight into themselves and their capabilities.

Feedback must facilitate the process of self-insight and self-directed learning.

Employees need to be encouraged to create a new reality and to feel energised about change and the future; however this can only be achieved through two-way conversations that are well-structured and allow for rich engagement. Feedback supports effective and efficient performance management and focused talent management processes that deliver long-term results and corporate loyalty.

Growth-Link Integrated Solutions places feedback and the application of learning at the core of all we do. We provide feedback with a developmental focus after assessments, as part of the facilitation in our workshops and programmes and within our coaching of leaders.

Through our expertise, organisations become capable of creating environments that provide fit for purpose feedback and use this information to support employees in self-directed learning and the development of mutual respect. The goal is to improve performance and behaviour, not just measure it, and to open the door to opportunities that allow for people to develop as individuals and team mates.

Guidance gives future direction. Feedback is the result of our actions. Evaluation determines that the set course is maintained in order to achieve success. Through well-structured feedback that shows pathways to excellence, individuals have complete clarity on their growth and the steps they need to take to achieve their goals.

We ensure that feedback is focused on crafting a new reality for the employee; not on telling them which areas they need to focus on changing or developing. Our unique approach is designed to link development areas to specific interventions and underscores our commitment to the philosophy that every interaction is an opportunity for growth.

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