{"id":23161,"date":"2023-06-12T18:00:50","date_gmt":"2023-06-12T17:00:50","guid":{"rendered":"https:\/\/www.talenco.com\/feed?post_id=23161"},"modified":"2026-10-26T17:27:30","modified_gmt":"2026-10-26T16:27:30","slug":"company-feedback-culture-manager-employee-communication","status":"publish","type":"post","link":"https:\/\/www.talenco.com\/en\/publications\/articles-interviews\/feedback-entreprise-culture-manager-collaborateur-communication\/","title":{"rendered":"The culture of feedback in the workplace, at the heart of communication between managers and employees"},"content":{"rendered":"<p class=\"wp-block-paragraph\"><strong>In its literal translation, feedback means \u00abfeeding back.\u00bb An essential element of professional communication, feedback is a way of conveying a \u00abfeedback\u00bb to a person (a collaborator, manager, colleague\u2026) about their actions and skills, with the goal of influencing their future actions, either by confirming or strengthening them, or by modifying or improving them.<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Feedback is not something that comes naturally and requires <strong>an attitude, a culture of trust and kindness<\/strong> to know how to give feedback, but also to receive it. Before reaping all the benefits, it is therefore necessary to first establish a favorable framework and implement the right practices. An overview of feedback!<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><a id=\"culture\"><\/a>The culture of feedback to progress together<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Everyone has a different view of what \u00abdoing your job well\u00bb means, and it is rare for a team to be immediately effective without a preliminary dose of trial and error\u2026 and failure! Feedback is a way to take stock and quickly determine what works and what doesn\u2019t. <strong>adapt our individual and collective ways of operating<\/strong>.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">  For the <strong>manager<\/strong>, Feedback is an indispensable tool for <strong>to guide and advance his\/her employees<\/strong> (but also his peers and the top management). Through feedback, the manager explicitly tells the employee <strong>the actions and behaviors that contribute to the success of the mission<\/strong> from the team or service, and those who create less value or worse, serve them. The feedback then allows us to consider different paths together to do things differently and get on the same page.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">  With the evolution of work modes and the increasing autonomy granted to <strong>collaborators<\/strong>, They become demanders of feedback to confirm whether they are on the right track or not. For some employees, <strong>recognition is a powerful motivator<\/strong>\u00a0at the service of a better <a href=\"https:\/\/www.talenco.com\/en\/publications\/articles-interviews\/manager-management-experience-collaborator-management-barometer\/\">Employee experience<\/a>, And making regular returns on their work shows an interest that strengthens their commitment.<\/p>\n\n\n\n<p class=\"c-content__highlight wp-block-paragraph\"><em>According to the 2024 edition of <a href=\"https:\/\/www.talenco.com\/en\/publications\/articles-interviews\/experience-of-employee-transformations-the-company-barometer-rh\/\">Employee Experience Barometer<\/a> Let\u2019s talk about HR: 73% of the companies with a employee experience approach collect employee feedback, compared to only 44% of the companies without a dedicated policy!<\/em><\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><a id=\"benefices\"><\/a>The benefits of feedback in the workplace<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">By strengthening the trust between the manager and the employees and enabling the improvement of practices and behaviors, <strong>feedback optimizes individual and collective performance and promotes engagement<\/strong>.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The art of feedback is presented <strong>many advantages<\/strong> Among whom:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n\n<li>Strengthening and anchoring the appropriate behaviors within the organization<\/li>\n\n\n<li>Limiting inappropriate or incompatible behaviors with the company culture<\/li>\n\n\n<li>Having an immediate response to an action and quickly clarifying misunderstandings<\/li>\n\n\n<li>Regularly realign with intentions, goals, and ways of doing things<\/li>\n\n\n<li>Progressing and learning as a manager and helping your teams progress<\/li>\n\n\n<li>Strengthening the motivation and commitment of the teams<\/li>\n\n<\/ul>\n\n\n\n<p class=\"c-content__framed wp-block-paragraph\"><strong>In short, \u00ab <em>feedback is a gift<\/em> \u00bb\u2026 feedback is a gift!\u201d<\/strong>  <\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Granted, giving feedback can be difficult for many reasons: out of fear of the other person\u2019s reaction, or because of a lack of practice\u2026 <strong>Feedback is a practice; you need to train and prepare well to achieve it!<a id=\"feedbacks\"><\/a><\/strong><\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Positive feedback or constructive feedback?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">It exists <strong>two main types of feedback<\/strong> :<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Positive feedback or motivational feedback<\/h3>\n\n\n\n<p class=\"c-content__highlight wp-block-paragraph\">Positive feedback allows for <strong>highlighting a practice, a behavior that is beneficial and creates value<\/strong>, To anchor it in the person\u2019s practices and to value and thank them.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Example of positive feedback: \u00ab <em>S\u00e9v\u00e9rine, bravo for your intervention during the meeting on managing customer incidents. You took the time to illustrate and cite the figures; your presentation was clear and impactful. This enabled the entire service to better realize the importance of prevention. Thank you for that<\/em> \u00bb.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Constructive feedback or improvement feedback<\/h3>\n\n\n\n<p class=\"c-content__highlight wp-block-paragraph\">Constructive feedback allows us to point out practices or behaviors that can still be improved! Improve by doing more, less, or differently. However, we must be vigilant about the form by applying the OSBD process below.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Example of constructive feedback: \u00ab <em>Hugo, when you sent that email to our client, I felt left out because I wasn\u2019t part of the loop and I invested a lot of time and effort into this project. Would it be possible to have me copy the next exchanges so that I can be kept directly informed of our client\u2019s feedback? Thank you<\/em> \u00bb.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h3 class=\"wp-block-heading\">  OSBD Process and Non-Violent Communication (NV)<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">The OSBD (Observation, Sentiment, Need, Request) method is a non-violent communication (NVC) method based on empathy, self-listening, and listening to others, which can help to release the words.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The OSBD formulation allows us to speak in the \u00abI\u00bb and avoid the \u00abYou\u00bb that kills:<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u2b1c\u00a0<strong>Observation<\/strong> To be factual, without judging, like a surveillance camera<\/p>\n\n\n\n<p class=\"c-content__cite c-cite wp-block-paragraph\"><em>\u00ab\u00a0<strong>When you did this<\/strong>\u2026\u00a0\u00bb<\/em><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u2b1c\u00a0<strong>Sentiment<\/strong> : share their feelings about the situation in a transparent way<\/p>\n\n\n\n<p class=\"c-content__cite c-cite wp-block-paragraph\"><em>\u00ab\u00a0\u2026<strong>I felt myself.<\/strong>... inspired | discouraged | powerless\u2026 \u00bb<\/em><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u2b1c\u00a0<strong>Need<\/strong> : to explain the need, whether nourished or not by this experience<\/p>\n\n\n\n<p class=\"c-content__cite c-cite wp-block-paragraph\"><em>\u00ab\u00a0\u2026<strong>because I need it<\/strong>... support | inspiration | clarity | freedom | consideration | recognition\u2026 \u00bb<\/em><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u2b1c\u00a0<strong>Request<\/strong> : make an application clear and accessible in the form of a question<\/p>\n\n\n\n<p class=\"c-content__cite c-cite wp-block-paragraph\"><em>\u00ab\u00a0<strong>Would you agree?.<\/strong>.. that it be me who takes the lead next time | that we establish an ODJ before the next meeting | that we change the schedule\u2026?\u00bb<\/em><\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\"><a id=\"reussite\"><\/a>The keys to successful feedback<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>To succeed in your feedback, it is essential to create a favorable framework and conditions.<\/strong><\/p>\n\n\n\n<h3 class=\"wp-block-heading\">The framework for successful feedback<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">\u2714\ufe0f\u00a0<strong>Choosing the right time:<\/strong> check the availability of the contact (emotional, schedule\u2026)<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>\u2714\ufe0f <\/strong><strong>Choosing the right place:<\/strong> go away to a quiet place<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>\u2714\ufe0f <\/strong>Giving feedback <strong>as close as possible to the occasion<\/strong> so that the memory remains fresh<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Posture and intent of the feedback<\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n\n<li>Confirm that your intention is indeed to <strong>to advance the other<\/strong> in a win-win operating mode (in this sense, it is different from a reframe).<\/li>\n\n\n<li>Be <strong>even more benevolent<\/strong> During your feedback: this exchange is an opportunity to better understand the way the other person thinks.<\/li>\n\n\n<li>Naturally, <strong>Be attentive and maintain an open posture<\/strong>.<\/li>\n\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Preparing your feedback<\/h3>\n\n\n\n<ol class=\"wp-block-list\">\n\n<li>Ask yourself if it is <strong>It is pertinent to make this return<\/strong> : \u00ab <em>In what way is what happened important to me?<\/em> \u00bb<\/li>\n\n\n<li>Collect as much as possible <strong>factual data<\/strong>, Especially if you were absent at the time of the events<\/li>\n\n\n<li>Associate the facts with <strong>an important value for you and the company<\/strong> : \u00ab\u00a0<em>Bravo, you took the time to train Damien yesterday on your own initiative; this brings to life for me the value of mutual support and collaboration.<\/em>\u00ab\u00a0<\/li>\n\n\n<li>Mentally project yourself onto the achievement of the feedback and listen to whether it sounds right or whether implicit messages \u2013 different from your intention \u2013 could be perceived.<\/li>\n\n\n<li>Avoid giving feedback in a rush so you don't get overwhelmed by emotions!<a id=\"pratiques\"><\/a><\/li>\n\n<\/ol>\n\n\n\n<h2 class=\"wp-block-heading\">Good feedback practices for the manager<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Here are some good habits to adopt so that feedback becomes ingrained in the company\u2019s culture and becomes a part of it. <strong>daily practice of management<\/strong> :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n\n<li>Regularly giving feedback to your teams: it\u2019s by forging that we become a blacksmith!<\/li>\n\n\n<li>Observe and take advantage of every opportunity <strong>Positive feedback<\/strong> : it does good to everyone and it gets you moving!<\/li>\n\n\n<li>Solicit feedback as a manager! If you are new to the job, you may be clumsy at first, and that\u2019s okay\u2026 If you\u2019re uncomfortable, communicate it to your counterpart:\u00ab\u00a0<em>I\u2019m not comfortable with what happened but I don\u2019t really know how to find the right words to talk about it and together figure out how to do better next time.<\/em>\u00ab\u00a0.<\/li>\n\n\n<li>Ritualize feedback in your interactions with your employees and integrate it into individual conversations.<\/li>\n\n\n<li>Create opportunities for <strong>collective feedback<\/strong> by organizing moments of reflection (retrospective)<\/li>\n\n\n<li>In the case of an <strong>constructive feedback<\/strong>, To gather the factual elements to clarify the situation, either from the witnesses of the scene or from the collaborator himself by asking him the question (\u00ab <em>What happened yesterday?<\/em> \u00bb)<a id=\"erreurs\"><\/a><\/li>\n\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">How to miss your feedback properly?  <\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">To better understand the concept of feedback and not to \u00abfall by the wayside,\u00bb it is useful to recall: <strong>some attitudes that are distant \u2013 or even contrary \u2013 to the spirit of feedback<\/strong> :<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u274c Giving feedback between two doors<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u274c Giving feedback in reference to something vague, non-factual, non-constructive, based on subjectivity, for which there are missing details (\u00ab\u00a0<em>I\u2019ve heard it said that\u2026<\/em>\u00ab\u00a0)<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u274c Giving orders or instructions<br\/>Constructive feedback is not a reframe\u2026 Constructive feedback takes the form of open questioning about ways to work better together, whereas a reframe consists of a reminder of the rules \u2013 without discussion \u2013 when a red line has been crossed.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u274c Not being open to discussion, therefore unable to listen to the other person<\/p>\n\n\n\n<p class=\"c-content__cite c-cite wp-block-paragraph\"><strong>In conclusion, the feedback can be summarized in 3 key messages:<\/strong><\/p>\n\n\n\n<ol class=\"wp-block-list\">\n\n<li><strong>Feedback, when it is reciprocal, allows managers and employees to progress by strengthening trust and collaboration.<\/strong><\/li>\n\n\n<li><strong>It\u2019s better to give inaccurate feedback than no feedback at all. The important thing is to remain humble and factual, with a benevolent and constructive mindset.<\/strong><\/li>\n\n\n<li><strong>Feedback is a practice that requires training. Be kind to yourself and persevere in your practice!<\/strong><\/li>\n\n<\/ol>","protected":false},"excerpt":{"rendered":"<p>D\u00e9couvrez les b\u00e9n\u00e9fices et les bonnes pratiques du feedback au service des performances individuelles et collectives et de l&rsquo;engagement.<\/p>","protected":false},"author":11,"featured_media":23222,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[104],"tags":[100],"case_study_category":[],"thematique-publication":[121],"class_list":["post-23161","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-articles-interviews","tag-old","thematique-publication-pratiques-manageriales"],"acf":[],"_links":{"self":[{"href":"https:\/\/www.talenco.com\/en\/wp-json\/wp\/v2\/posts\/23161","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.talenco.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.talenco.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.talenco.com\/en\/wp-json\/wp\/v2\/users\/11"}],"replies":[{"embeddable":true,"href":"https:\/\/www.talenco.com\/en\/wp-json\/wp\/v2\/comments?post=23161"}],"version-history":[{"count":0,"href":"https:\/\/www.talenco.com\/en\/wp-json\/wp\/v2\/posts\/23161\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.talenco.com\/en\/wp-json\/wp\/v2\/media\/23222"}],"wp:attachment":[{"href":"https:\/\/www.talenco.com\/en\/wp-json\/wp\/v2\/media?parent=23161"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.talenco.com\/en\/wp-json\/wp\/v2\/categories?post=23161"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.talenco.com\/en\/wp-json\/wp\/v2\/tags?post=23161"},{"taxonomy":"case_study_category","embeddable":true,"href":"https:\/\/www.talenco.com\/en\/wp-json\/wp\/v2\/case_study_category?post=23161"},{"taxonomy":"thematique-publication","embeddable":true,"href":"https:\/\/www.talenco.com\/en\/wp-json\/wp\/v2\/thematique-publication?post=23161"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}