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The importance of feedback and recognition in talent management

In the business field, we hear more and more frequently about “feedback”. This Anglo-Saxon concept refers to what we call feedback. This occurs as part of a process of recognition of the value that the employee or employees have for the company, and it turns out to be a very useful tool when it comes to improving motivation.

It's not just about telling someone they've done well. It is a somewhat more complex process in which the organization transmits its satisfaction with the work and effort made and, at the same time, contributes to its employees. information that may be useful to them to continue advancing and improving when doing their tasks.

Feedback and recognition are two sides of the same coin, but they are not exactly the same. Let's see how they differ, to what extent they are important in the current labor market, and how a company can improve its staff recognition and feedback processes.

Table of Contents

Feedback and recognition, what does each of these actions mean?

Recognition implies a appreciation and valuation of achievements, contributions and effort of employees. It can be expressed through words of praise, a prize, a bonus, a promotion, etc. And it can be done both in public and in private.

For its part, feedback is a process that consists of provide a person with information about his or her performance relative to certain standards or expectations. Therefore, it can be positive or constructive. 

Positive feedback is often accompanied by recognition. We tell someone they have done well, and then we analyze what they are doing in a remarkable way. When it is constructive, it seeks to inform a person that there are some aspects in which they can improve. In this case it is not about criticism, but about providing useful information that can help the employee who receives it to take measures to obtain recognition in the future for their good work.

The main differences between these concepts are the following:

  • Feedback provides information about performance, while recognition expresses appreciation or valuation regarding an achievement or the contribution made by a person.
  • Recognition is always positive, while feedback can be positive or constructive.
  • The ultimate goal of feedback is to guide a person's work development and improve their performance. For its part, recognition reinforces desirable behaviors.

If feedback and recognition have something in common, it is that they are simple practices to carry out, which significantly contribute to improving employee motivation and commitment.

Why are feedback and recognition so important?

We dedicate a large part of our lives to work. They are hours and hours of effort and dedication, both physically and mentally, and, precisely for this reason, we all appreciate being told that we are doing well. That all that effort is worth it.

Furthermore, we must keep in mind that everyone has professional aspirations. In this sense, feedback is essential so that a person can know if they are taking steps in the right direction to achieve their goal.

In order to achieve career maturity, We need you to tell us if we are doing it right, and provide us with information about what we could improve. As well as being congratulated when our work or our effort has contributed to the company achieving its objectives.

Employees who receive information about their performance and whose value is recognized are much happier and more loyal employees. They are more committed to the organization and are willing to continue making efforts.

Benefits of feedback and recognition

To better understand what we have seen, it is interesting to analyze in more detail the benefits that expanding a value recognition and feedback policy brings to the company and its employees.

Performance improvement

Both practices allow employees to know if their efforts are bearing the expected results. If not, the information received allows them adjust your behavior. As a result, both staff members and the organization will be a little closer to achieving the goals they have set.

Increased motivation

When we tell a person that they are doing well and, in addition, we give them useful information about those aspects in which they excel, their commitment to work and their intrinsic motivation increase. Because You will feel more proud of what you are doing and she will strive to continue giving her best.

Strengthening commitment

Feedback (positive or constructive) and recognition show that the organization is following up on staff members. Who is interested in knowing how they do their job and helping them improve.

They allow the person feels supported and perceives that there is a commitment from the company towards her. What is achieved is to increase their commitment and willingness to work towards the fulfillment of common objectives.

Professional development

The practices we are talking about are also tools for improving job performance and developing skills. Which are essential factors when taking advantage of future professional development opportunities.

Furthermore, in many cases, recognition and feedback They are linked to measures such as the offer of additional training or the assignment of new projects. Factors that help employees advance their careers.

Improvement of the work environment

A good flow of information about people's performance and appreciation of effort and achievements contribute to the development of a healthier organizational culture. One in which company shows a true interest in the improvement of its employees.

This fosters a more positive and supportive work environment. Instead of competing among themselves, workers will collaborate and support each other, so that the sum of everyone's efforts gives rise to new recognition for the team.

Talent retention

Feedback and recognition play an important role in retaining talent within the organization. If employees receive regular information about how their performance is going, and their work is recognized, they will feel more valued and committed.

This implies that they will be more likely to stay in the company, because They feel valued and know that they have opportunities to grow and develop.

How to implement a recognition and feedback policy in the company?

The first step is work on organizational culture. Implement one that values honest and respectful feedback, transmitted in an empathetic way and always with a constructive undertone. So that leaders have no qualms about recognizing a person's worth and expressing both what they do well and possible areas for improvement.

To do this, culture has to foster a open communication in which staff members can also provide feedback about the company itself.

Evaluate performance

Once the organization is clear that it wants to provide recognition and feedback, it is time to implement a performance evaluation system. For the purpose of Know where staff members excel and where they are weak.

There are many ways to obtain this information: through tests that measure performance, opinions of colleagues and bosses, personal interviews with the worker themselves, analysis of the results of the projects in which they have participated, etc.

The objective is to obtain enough data to be able to draw a target profile about how a person's performance is to, from there, make decisions. 

Start to recognize

Once the work of collecting information is done, you have to use the data to start giving recognition and feedback. 

It is advisable that the Feedback is always offered privately, Meanwhile he Recognition multiplies its effect if it is done in public. Because it has a positive effect both on the person being congratulated and on the team.

Furthermore, it is important that feedback and recognition of worth be made in real time. Achievements must be recognized as they occur. This generates a flow of positivity that inspires and motivates the company's activity at the ideal time for it.

Be consistent with recognition

When providing feedback and recognition, you must Do it with all the members of the organization, to each one in their proper measure. Otherwise, some staff members may feel undervalued, and this could trigger conflict.

The idea is that recognizing the effort and providing useful information about how work is being done becomes commonplace in the company. But this is a somewhat complex process that requires some adaptation on the part of both the organization and its employees. The great advantage is that, if done well, the results will be very positive for everyone involved.

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