Feedback, from an engineering perspective, is the process in which part of the output of a system is returned to its input in order to regulate its further output. In the workplace, the term ‘feedback’ is used to describe the helpful information about prior action or behavior from an individual, communicated to another individual (or a group) who can use that information to adjust and improve current and future actions and behaviors.

As a leader, we need to cultivate the habit of providing frequent feedback to those around us. Some people fail to provide feedback because of a fear of stepping into what might be negative emotions. Others neglect providing feedback because of the time required to do so, even though a feedback conversation can often be accomplished in just a couple of minutes. Those that fail to provide adequate feedback fail to see the value, not recognizing that feedback is an investment in the future that provides a great return on the investment.

Here are a few of the reasons that feedback is important:

Builds communications – Providing consistent feedback builds a habit of comfortable, candid conversations. When we build that relationship with people, it makes it easy for both parties to present and hear the truth. This eliminates the potential for surprises or hidden information in the future.

Demonstrates value and respect – The investment of time and effort into providing frequent feedback demonstrates that you as a leader care about the other person and that you are committed to their growth and success.

Communicates vision, goals, and expectations – The feedback process of pointing out actions and behaviors and the results produced, either positive results or undesirable results, provides an opportunity to clarify and communicate specifically the organization’s expectations. The feedback discussion can tie expectations to organizational vision and goals.

Leads to better decisions – Consistent feedback leads to better decisions on both sides of the relationship. Providing feedback provides guidance and development for the individual in decision-making. It also provides insights for the leader, both into the person and into the process.

Provides feeling of belonging and engagement – When a person receives individual feedback, the risk of perceiving oneself as simply a cog in the machinery of the organization is eliminated. The person develops an appreciation for their contribution to the mission of the firm.

Continuous learning and development – Leaders should be building talent for the future. Studies show that one of the important elements for employee satisfaction is the availability of career development opportunities. Feedback is one way to provide guidance for growth.

“The deepest principle of human nature is the craving to be appreciated.” – William James

Motivates people – Of course, people like to hear that their efforts are valued or appreciated. Perhaps surprisingly, studies show that people crave corrective feedback even more than positive feedback. The important conclusion is that feedback is highly desired and is a great motivator.

Improves performance – This almost goes without saying. A consistent flow of feedback identifies the actions and behaviors that produce positive results and identifies the opportunities for correction or improvement. Feedback guides future behavior towards positive results.

Develops acceptance of leadership – Leaders that do a good job of providing feedback are perceived to be more effective leaders. Therefore, the leader/follower relationship is stronger when consistent and effective feedback is provided.

Promotes innovation and change – Providing feedback promotes the exchange of ideas and energizes people. This atmosphere leads to creativity and innovation.

For each of these, you can easily imagine the opposite where there is a failure to engage and provide feedback. The result is poor communication, lack of motivation and engagement, and an organization stuck in a quagmire of the past.

Instead, with a culture of consistent and effective feedback, the organization experiences increased satisfaction, higher retention, a stronger team, higher productivity, and a positive future. Benefits accrue to the giver of feedback, the receiver of feedback, and to the organization.

Want to know more about giving feedback? See the ten tips for giving feedback or check out the whole series of articles on effective feedback.)

Are you giving your team members enough feedback? Is it effective or how could you improve?