Why is feedback important?

The importance of feedback has long been viewed as the difference between learning to do something well and learning to do something poorly.

If feedback is defined as any form of response to attitude, performance, or behaviour that provides information, then feedback is important as it plays a role in helping a person to recognise, challenge, and improve themselves as well as reinforcing strengths and identifying flaws (1).

Feedback is then a key component of effective workplace learning and development (2 p 81) with most people almost unanimously recognising that feedback is essential to individual, group, and organisational improvement and development (3,4). It is also regarded as an important workplace learning tool because it has a major impact on how individuals acquire and apply new knowledge and skills within professional workplaces.

Many researchers have also identified that feedback is important as it is one of the most powerful influences on a person’s learning and development (1,2,3,4). It is generally regarded as a crucial and influential technique for improving knowledge, skills, and competencies across a wide range of areas in both personal and professional life (4). It can assist a person to transfer knowledge about themselves and new skills into practice. It can also improve an individual’s confidence, motivation, and effectiveness (6).

In a professional workplace it is likely that if performance flaws are not detected or corrected, then there is a risk that inappropriate behaviour or below level performance may become ingrained and difficult to eradicate (7).

Providing direct honest feedback is then a powerful gift as we as individuals do not always see ourselves as other see us. Without feedback individuals may find themselves facing more self-doubt, misinterpretations, and potentially incorrect assumptions about themselves, others, and events that occur in their lives.

1. Locke, E.A. Motivation through conscious goal setting. J Applied & Preventive Psychology [internet]. 1996 Spring [cited 2022 Sept 8];5(2):117-124. Available from: https://doi.org/10.1016/S0962-1849(96)80005-9

2. Hattie J., Timperley H. The power of feedback. J Review of Educational Research [internet].2007 Mar 1 [cited 2022 Sept 8];77(1):81-112. Available from: https://doi.org/10.3102%2F003465430298487

3. Oak Engage. Employee feedback statistics you need to know for 2022. Oak Engage [internet]. Oak Engage; 2022 Aug 31 [cited 2022 Sept 3]. Available from: https://www.oak.com/blog/employee-feedback-statistics/#:~:text=Employees%20want%20feedback.,receive%20feedback%20on%20their%20work.

4. Mazur C. 20 Essential employee feedback statistics 2022. Zippia The Career Expert; 2022 Jun 29 [cited 2022 Sept 3]. Available from: https://www.zippia.com/advice/employee-feedback-statistics/

5. de Villiers, R. (2013).7 Principles of highly effective managerial feedback: Theory and practice in managerial interventions. International Journal of Management Education [internet]. 2013 July [cited 2022 Sept 8];11(2):66-74. Available from: https://doi.org/10.1016/j.ijme.2013.01.002

6. Mulliner E, Tucker M. (2017). Feedback on feedback practice: Perceptions of students and academics. Assessment & Evaluation in Higher Education [internet]. 2017 [cited 2022 Sept 8]; 42:266-288. Available from: https://doi.org/10.1080/02602938.2015.1103365

7. Weibell CJ. Principles of learning: 7 principles to guide personalized, student-centered learning in the technology-enhanced, blended learning environment [web page]. 2011 [cited 2022 Sept 8]. Available from: https://principlesoflearning.wordpress.com