In the workplace, feedback is not merely a tool—it is a fundamental leadership responsibility that directly impacts employee engagement, performance, and the organization as a whole. The question is no longer whether we give feedback, but rather how and when it is delivered. Feedback—whether positive or negative—is one of the most powerful drivers of growth. But how can we ensure that feedback is truly effective? How can it strengthen the relationship between leaders and employees while also supporting the achievement of organizational goals?
Research Supporting the Importance of Feedback
Numerous studies confirm that regular and constructive feedback not only increases employee satisfaction but also has a direct impact on overall company performance. One of the most well-known studies—conducted by Gallup—found that employees who receive feedback on a weekly basis are three times more likely to be engaged and productive compared to those who receive feedback infrequently. These employees are also more likely to stay with the company long-term, as they feel their efforts and development are being recognized and supported.
Furthermore, research published on ResearchGate highlights that negative feedback can be more motivating than no feedback at all. While negative feedback may initially seem intimidating, the findings show that employees tend to put in greater effort when they receive constructive criticism compared to those who receive no feedback whatsoever. Negative feedback signals that leadership cares about the employee’s development and is willing to support them in improving their performance.
According to research by Oak Engage, 65% of employees would like to receive more feedback. This desire for feedback is not only a clear employee need but also a critical factor for companies aiming to maintain motivation and foster continuous development.
The Culture of Feedback in Practice
Effective feedback can be established not only at the individual level but also across the organization. To achieve this, companies should implement a performance evaluation system that enables employees to receive continuous feedback on their work, development, and progress toward goals.
The HR services team at ICT Európa Finance Zrt. supports companies in developing a transparent and objective performance evaluation system—one that goes beyond numbers to also incorporate feedback and development opportunities. Regular feedback and clearly defined individual goals help employees understand where improvement is needed, how they can achieve peak performance, and what truly matters to the organization.
Egy megfelelően kialakított teljesítményértékelési rendszerrel a munkavállalók számára is fontosabbá válhat a fejlődés és a teljesítmény javulása. Hogy ez még inkább erősödjön, az értékelés alatt nem csak vezetői, hanem egy önértékelés is megtörténik, amely során a munkavállaló önvizsgálatot végez, mely után saját maga határozhat meg fejleszteni kívánt területeket és tűzhet ki jövőbeni célokat.
Az éves vagy akár féléves céges szintű értékelés mellett kiemelten fontos az akár heti szintű, kisebb, informálisabb visszajelzés, amelyet a fent említett Gallup által végzett kutatás is alátámaszt. A tanácsadás alatt szakértőink ezeknek a folyamatoknak a kiépítésére is tesznek javaslatokat. Amennyiben a vezető csapat szintén szeretne visszajelzést adni, egy heti státuszmeeting bevezetése megfelelő platformot biztosíthat a feladatok átbeszélésére és a gyors visszajelzések adására. Emellett egyéni one-on-one beszélgetések lefolytatása a munkavállalókkal szintén megoldás lehet, amennyiben az egyéni visszajelzés igénye vagy szüksége merülne fel. Ezeknél a beszélgetéseknél kiemelten fontos a megfelelő légkör kialakítása amelynek fő eleme a kommunikáció.
Why Is Effective Feedback Communication So Important?
Feedback is not just a communication tool—it also serves as a fundamental relationship-building mechanism between leaders and employees. How feedback is delivered makes a significant difference: poorly phrased or insensitive feedback can easily provoke negative reactions and even damage the relationship. In contrast, well-articulated, constructive feedback can build trust and mutual respect.
Establishing a strong feedback culture and preparing leaders accordingly is essential for both employee satisfaction and overall company performance. Research and practical experience alike show that in workplaces where employees receive regular, specific feedback delivered through effective communication, performance is higher and the work environment is more positive. The psychological safety created by leaders through thoughtful feedback is a fundamental prerequisite for high-level collaboration.
Leadership Development – How to Give Effective Feedback
Another key HR service we offer is leadership development through expert-led workshops. During these interactive sessions, participants learn how to deliver both positive and negative feedback, how to handle difficult conversations, and how to support their employees in continuous growth and development.
Feedback is not merely about communicating expectations—it is an opportunity for growth, development, and the achievement of shared goals. For leaders to truly succeed with their teams, it is essential that they possess the tools and knowledge needed to deliver feedback in a way that motivates and inspires.
In summary, feedback is not just a form of communication between leaders and employees—it is the foundation of a successful corporate culture. Companies that prioritize feedback consistently perform better over the long term, achieve higher levels of employee satisfaction, and are more successful in retaining top talent.
The HR experts at ICT Európa Finance Zrt. provide professional support in achieving the above through the development of effective performance evaluation systems, leadership training, and tailored consulting services—ensuring that feedback truly serves as a tool for growth and development.
This blog post was written by Lili Anna Tamás, HR Generalist at ICT Európa Finance Zrt.
