Yes, Feedback is the Killer App






feedback550wAll over the world companies are trying to find new ways to change their performance management practices to improve employee engagement, performance, and development.

Many are eliminating performance ratings, forcing managers to check-in with employees regularly, and rethinking their compensation strategies.  Some are doing pulse surveys, revamping their engagement models, and opening up their internal communications systems.

As I study this market and talk with managers all over the world, one thing keeps coming out:  we need to build a business around feedback.

Feedback is a big topic, and it's more complicated than you think:

We all want it and we all want to give it … but it's difficult to give and even more difficult to receive. And in the corporate world, people who give a lot of feedback are often labelled trouble-makers.

Today building a feedback-rich culture is a tremendously important task, and it impacts teams, organizations, customers, and the whole company.

Well a new world of feedback tools and approaches has arrived, and I believe it could be one of the most exciting things happening in management and HR.

I just finished more than two years studying this space and wrote a long article I encourage you to read.

Let me know what you think, I'd like YOUR FEEDBACK on all these ideas and new tools in the marketplace!


Josh Bersin

Josh Bersin writes on the ever-changing landscape of business-driven learning, HR and talent management. His favorite topics include strategic talent management, creating high-impact learning organizations, and how organizations drive business change and competitive advantage through talent strategy and technology.

5 thoughts on “Yes, Feedback is the Killer App

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  2. Josh – the challenge here is that software developers are thinking that a simple app is going to take the place of training someone how to give effective and timely coaching/development feedback. I have seen far too many of these feedback solutions deployed where it essentially turns into a series of "atta boy" pats on the back so that the manager can show that they’re using the app. So while the organization can say that they’re now providing feedback, it’s purely symbolic and not of pragmatic usefulness.

    Technology can be a great enabler of feedback practices, but organizations still need to first make the effort to train managers in how to have those courageous conversations and to also change their culture to one that welcomes and encourages feedback. Those are things an app can support but not change on its own.

  3. Josh, I would agree as long as the information that is flowing from this approach is forward looking and aimed at helping us with what’s ahead. Lack of feedback isn’t always the issue in many companies, but rather its focus. Let’s get information that tells us how we can navigate the road ahead rather than placing a stamp on the past.

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