Feedback and feedforward: definition, differences, and how to apply them in HR

Today’s work environment is shaped by continuous change, the need to improve performance, and an increasing focus on people’s professional development. In this context, organizations can no longer rely solely on annual reviews or occasional conversations. Feedback and feedforward have become essential tools for driving productivity, engagement, and talent growth. It is no coincidence that nearly 90% of employees consider feedback to be key to their professional development. When used effectively, both approaches help build teams that are more aligned, motivated, and prepared for the future.

What is feedback in the workplace?

Feedback is the process of providing someone with information about their performance, behaviors, or results, with the aim of reinforcing what works well and correcting what can be improved. In the modern workplace, feedback is no longer a one-off event. Instead, it has evolved into a continuous practice, embedded in day-to-day interactions and no longer limited to annual performance reviews.

The importance of feedback for employees and organizations

A well-designed feedback system creates value for both people and the organization. Feedback plays a key role in several critical aspects of the workplace.
First, in professional development, feedback provides employees with valuable insights into their performance and areas for improvement, enabling them to grow and develop in their roles. This creates a mutual benefit for both the individual and the organization as a whole.

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In addition, regular feedback significantly boosts employee engagement, as people who receive it tend to feel more valued and committed to their work and the organization. Feedback also supports the identification and development of talent, helping to spot employees with the potential to take on leadership roles or additional responsibilities.
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Finally, feedback improves communication by fostering a culture of open and honest dialogue. This strengthens relationships between employees and leaders and contributes to a more collaborative and effective work environment.

How to give feedback effectively

Giving feedback is not just about pointing out areas for improvement. To be truly effective, it’s important to follow some best practices:

• Continuous feedback vs. one-off feedback: The closer feedback is given to the moment an action occurs, the greater its impact.
• Be specific and focus on observable behaviors: Avoid generalizations. Describe concrete situations and their impact.
• Active listening and feedback as a dialogue: Feedback should not be a monologue; it should allow space for questions, reflection, and response.
• Training leaders and employees in feedback: Learning how to give and receive feedback improves the quality of conversations and helps prevent unnecessary conflict.

Tools for providing feedback in HR

Technology has transformed the way feedback is managed:

• Survey and evaluation platforms: Online tools to collect feedback efficiently and analyze data to identify trends and areas for improvement.
• Performance management systems: These tools enable continuous performance tracking, goal setting, and regular reviews.
• Data analytics: Analytics solutions can identify patterns in feedback, such as common strengths or recurring issues.
• 360-degree feedback: Tools that allow employees to receive feedback from peers, managers, direct reports, and others, providing a well-rounded view of performance.

What is feedforward?

Feedforward is a future-oriented feedback methodology. Instead of focusing on what has already happened, it emphasizes what can be done better going forward. Feedforward aims to plan, anticipate, and improve by defining concrete actions to achieve future goals and enhance the performance of individuals and teams.

Differences between feedback and feedforward

The main difference between these two approaches lies in their time focus. Feedback is oriented toward the past, allowing organizations to evaluate data and information after the fact in order to identify mistakes and correct them. Feedforward, on the other hand, looks ahead and focuses on future actions.

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Feedback helps us learn from the past, while feedforward helps us prepare for future challenges. Together, they form a solid foundation for talent development.

Advantages of feedforward in talent management

Feedforward offers several benefits for organizations:

• Anticipation and scenario planning, reducing improvisation by projecting different situations and preparing appropriate responses.
• Results orientation and better decision-making, with a clear focus on goals and outcomes. Its flexibility makes it ideal for identifying effective actions.
• Greater engagement and teamwork, as it involves people in shaping the future and working toward shared objectives.

How to implement feedforward in HR

To apply feedforward effectively, it is recommended to follow these steps:

1. Analyze current conditions, using existing feedback as a starting point.
2. Define clear short-, medium-, and long-term objectives.
3. Establish open dialogue channels with the teams involved.
4. Identify risks, weaknesses, and opportunities that may impact objectives.
5. Design an action plan with regular follow-up to adjust and improve over time.

How to combine feedback and feedforward to boost performance

The greatest impact on individual and team performance occurs when feedback and feedforward are used together. Feedback makes it possible to analyze what has already happened and extract learnings, while feedforward helps turn those learnings into concrete, future-oriented actions. This combination creates a balance between reflection and execution and prevents the process from focusing solely on correcting mistakes.

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In performance evaluation and professional development processes, integrating both approaches is especially effective. Feedback provides clarity on results, behaviors, and areas for improvement, while feedforward helps define goals, skills to be developed, and next steps. As a result, performance reviews shift from being purely retrospective exercises to becoming real growth tools.

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The same applies to onboarding, career paths, and leadership development. From day one, people should receive guidance on how they are performing while also gaining a clear view of how they can grow within the organization. This builds trust, alignment, and a stronger sense of purpose.
Applying feedback and feedforward on an ongoing basis also helps create a culture of learning and continuous improvement. In such environments, mistakes are seen as opportunities to learn, and the future is built collaboratively. The result is more engaged, adaptable teams that are better prepared to face change.

Examples of feedback and feedforward in the workplace

Example of constructive feedback:
“In recent weeks you’ve met deadlines and the quality of your work has been good, but I’ve noticed that priorities are not always clear.”
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Example of goal-oriented feedforward:
“For upcoming projects, how about we review priorities together at the beginning of the week and clearly define what’s urgent and what can wait?”
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Example of skills development feedback:
“In meetings, you contribute valuable ideas, but sometimes it’s hard to follow them because they’re not clearly structured.”
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Example of skills-focused feedforward:
“In future meetings, you could prepare two or three key points and share them at the start. That will help your message land more effectively.”
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Example of teamwork feedback:
“The team achieved its goals, but there were moments when coordination between departments could have been better.”
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Example of teamwork-oriented feedforward:
“For upcoming projects, we could set up shorter, more frequent check-ins to improve coordination from the outset.”
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Example of onboarding feedback:
“In your first few weeks, you’ve adapted quickly and understood the processes well.”
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Example of onboarding-oriented feedforward:
“Over the next month, let’s focus on you leading small tasks independently so you can build more confidence in the role.”

These examples show how feedback provides context and learning, while feedforward turns that learning into action, helping both people and organizations move forward in a consistent and aligned way.

Frequently asked questions about feedback and feedforward

Is feedforward better than feedback?

No. They are different and complementary approaches. Feedback helps us learn from the past, while feedforward helps us improve for the future.

Can they be used together?

Yes, and it is actually the recommended approach. Together, they support more complete and sustainable development.

How can a company start implementing feedforward

By starting with simple, future-focused conversations, training managers, and creating ongoing spaces for open dialogue.

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