Feedback and Feedforward

Feedback and feedforward are two processes aimed at providing feedback between members of the company.

Feedback focuses on what happened (past), feedforward focuses on what is about to happen (future).

In this article we will talk about both in much more detail and why they are so important to implement in our company.

Feedforward: the focus on the future

It is a feedback tool designed for the future. It aims to improve certain aspects or processes (as well as feedback), but with a different approach: building an action plan that goes beyond the barrier of mere analysis of mistakes made in the past, to improve the performance of operations in the future.

Therefore, it proposes possible scenarios and different strategies to face them.

Differences between Feedback and Feedforward

The main difference between these two methods of analysis and communication is the time axis on which they base their operation. First of all, the Feedback is a type of analysis oriented to the past. It allows us to evaluate the data and information obtained afterwards, to determine what errors were committed and to remedy or correct them.

Of course, to develop talent, it is also necessary to have a method that allows the development of a strategic plan for the future, the so-called feedforward, with the objective of anticipating different trends or circumstances that may affect the organization as a whole. Its main difference, then, is the time frame in which its results are oriented.

In short, feedback is an analysis method that allows us to know the past and feedforward provides the possibility of looking into the future in order to improve performance and direct the company's resources. Both concepts are complementary and require each other to achieve effective results.

Benefits of Feedforward

The advantages that this method brings to companies are:

• Forecast: It allows us to project different circumstances and scenarios to anticipate the conditions and responses necessary to face them.

• Focused on results: This method is results-oriented and highly flexible, making it ideal for discovering effective actions and making effective decisions.

• Commitment: By focusing on the future through the development of objectives and goals, it demonstrates the company's commitment and creates ideal conditions for teamwork.

In principle, there is no guarantee that proposals for future development will be effective until the result of their implementation is verified. Therefore, your employment for talent management requires consistency.

Tips for implementing Feedforward

Implementing feedforward requires considering the current conditions of the company (feedback) to determine the final conditions or goals that are intended to be achieved.

This can be broken down as follows:

• Current conditions and objectives to be achieved in the short, medium and long term

• Establish a channel of dialogue with work teams that intervene in different areas of the company to find key points in which to improve.

• Identify threats and weaknesses to be addressed that hinder the proposed objectives.

• Define tools and tasks necessary to advance the objectives set.

• Develop a strategic plan that includes all the previous considerations and the different tasks and actions necessary to achieve those objectives.

• Finally, evaluate the results periodically to correct any deviations or anticipate any unforeseen events that may arise in the development of the project.

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