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Continuous Feedback: Definition, Benefits, Examples

Performance management software-Datalligence
Table of Contents

What is Continuous Feedback? The Definition

As the name suggests, continuous feedback refers to any kind of feedback that is conveyed periodically. Ideally in the corporate world, this feedback mechanism should run like clockwork.
On the surface, the continuous feedback system creates a habit for discussion for issues, ideas as well as reviews. It also makes room for constructive criticism and the growth of the employees. Hence, organizations need to adopt the culture of Continuous feedback.

Continuous Feedback in Performance Management

A major chunk of the continuous feedback system goes to performance management. But what exactly are we looking at here?
In an organizational environment, Continuous performance management is an ongoing process that takes place in the company throughout the year where feedback and insights are shared. The strengths and weaknesses of the employee are analyzed. Contrary to the traditional system of annual performance reviews often attached with appraisals, this culture is much more holistic and goal-driven as it happens around the clock. To add to that, this system creates a healthy relationship between the employees and the manager which automatically makes the workplace productive and motivating.

Continuous Feedback System Model

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At the outset continuous feedback system as the name implies has no target date given to give or take feedback, the feedback happens naturally and continuously. This helps teams or individuals discuss their issues, concerns, and ideas openly. An effective continuous feedback system will enable a healthy discussion between the manager and the peers.
Also, it helps individuals to capture and analyze their strengths and weakness. We get to understand an individual beyond his role, what are her/his passion, hobbies and what motivates him/her. This helps in giving support to the team member or their peers. We get to exchange ideas keep the motivation on for the long term.
The most important aspect is that it enables both upward and downward feedback. This allows an employee to talk his mind to the manager and vice-versa. This will help each other in developing their skills and improve their attitude and confidence.

Let us investigate the “Deming wheel”, a concept developed by Dr W. Edwards Deming, an eminent Management Consultant in the 1950s.

It is a model based on the fundamentals of Continuous Feedback