Using Formative Feedback for Employee Growth and Engagement

Cultivating employee growth and engagement requires more than annual performance reviews for today’s workplace. Formative feedback—continuous, constructive feedback that focuses on real-time improvement—can be a powerful tool for driving development, enhancing performance, and building a culture of learning. For HR professionals, team leaders, and business owners in small to medium-sized enterprises (SMEs), understanding and implementing formative feedback can be a game-changer for fostering a high-performing and motivated workforce.

What Is Formative Feedback?

Formative feedback is feedback given regularly throughout the performance cycle, as opposed to summative feedback, which typically occurs after a set period (e.g., annual performance reviews). Formative feedback aims to help employees improve continuously, offering insights and advice when it matters most—while work is still ongoing.

Unlike summative feedback, which often focuses on results and outcomes, formative feedback emphasizes the process of improvement. It’s designed to guide employees by highlighting what’s going well and what can be adjusted, providing opportunities for real-time corrections, skill development, and performance enhancement.

Why Formative Feedback Matters in the Workplace

While traditional performance reviews focus on past outcomes, formative feedback shifts the focus to ongoing growth and improvement. It’s an approach that helps employees enhance their skills and create a positive work culture where communication, trust, and collaboration thrive. Below are key reasons why incorporating formative feedback into your workplace can significantly impact employee engagement, retention, and performance.

1. Encourages a Growth Mindset
   Formative feedback fosters a mindset where employees are open to learning and self-improvement. Rather than fearing criticism, they come to view feedback as an opportunity for growth, reinforcing the belief that their abilities can be developed with effort and learning.
2. Addresses Issues Before They Escalate
   Regular feedback helps catch potential problems early before they become larger performance issues. By addressing concerns in real-time, managers can help employees course-correct, avoiding the frustration of waiting for formal reviews to discuss challenges.
3. Increases Employee Engagement and Retention
   When employees receive ongoing feedback, they feel more supported and valued. This promotes higher levels of engagement, as employees see that their growth and development matter. Engaged employees are also more likely to stay with a company longer, reducing turnover.
4. Builds Trust and Transparency
   A culture of continuous feedback fosters trust between leaders and employees. When feedback is shared openly and constructively, it creates an environment where employees feel comfortable seeking guidance, voicing concerns, and taking risks without fear of punitive actions.

Best Practices for Delivering Formative Feedback

Delivering formative feedback effectively is a key strategy for fostering employee growth and engagement. When done correctly, it helps employees adjust their approach and enhance performance and confidence. Here are the best practices to keep in mind to ensure your formative feedback is impactful and constructive.

1. Provide Feedback Regularly and Promptly
   Timing is key. Offer feedback while the task or behavior is still fresh. Waiting too long can cause the feedback to lose its relevance, and the opportunity for immediate improvement may be missed.
2. Be Specific and Focus on Behaviors, Not Personality
   Vague feedback like “You need to be better” offers little value. Instead, focus on specific behaviors. For example, “I noticed you missed the deadline because the project wasn’t broken into smaller tasks. Let’s work on time management strategies for future projects.”
3. Offer Actionable Advice for Improvement
   Feedback should always come with a path forward. Provide suggestions or resources that can help employees improve, whether it’s additional training, a mentor, or breaking a larger goal into smaller, manageable steps.
4. Use a Collaborative Approach
   Formative feedback should be a two-way conversation. Encourage employees to share their thoughts and involve them in finding solutions. This collaborative process makes the feedback feel like a partnership rather than a top-down directive.

Examples of Effective Formative Feedback

1. Scenario 1: Real-Time Feedback
   A team member struggles with presentation skills during a weekly meeting. Instead of waiting for the quarterly review, the manager pulls them aside right after the meeting and says, “I noticed you were a bit nervous during the presentation. Let’s practice speaking slowly and using bullet points to organize your thoughts. Would you like me to help you prep for the next meeting?”
2. Scenario 2: Digital Feedback Tools
   Digital platforms that enable real-time feedback, or dedicated employee engagement apps, allow managers to provide quick, informal feedback throughout the workday. For instance, when an employee successfully solves a client issue, a manager might use the tool to say, “Great job on handling that client issue so smoothly! Your quick thinking made a big difference.”

Formative Feedback vs. Summative Feedback

While formative feedback focuses on immediate improvements and ongoing development, summative feedback serves as a more formal evaluation of performance over a longer period, often at the end of a project, quarter, or year. Both have their place in performance management:

• Formative Feedback is ideal for fostering growth, learning, and ongoing performance adjustments.
• Summative Feedback is useful for assessing overall performance, determining promotions or salary increases, and evaluating goal achievement.

However, these two forms of feedback aren’t mutually exclusive. A balanced approach that incorporates both can provide a comprehensive view of an employee's progress, offering immediate growth opportunities and a broader perspective on long-term performance.

Implementing a Feedback Culture

Creating a feedback-rich culture requires commitment from leadership and an openness to continuous communication. Here are practical tips for implementing a formative feedback culture:

• Normalize Peer-to-Peer Feedback
  Encourage team members to share feedback with one another, creating a collaborative environment where everyone contributes to each other’s growth.
• Provide Training on Effective Feedback
  Equip managers and employees with the skills to give and receive feedback constructively. Role-playing, workshops, and guidelines help standardize the process.
• Create Safe Spaces for Feedback
  Psychological safety is key. Employees need to feel they can receive and give feedback without fear of retaliation or judgment. Consider anonymous feedback tools or regular check-ins to help employees feel secure in their feedback exchanges.

A Shift Towards Continuous Growth and Engagement

Formative feedback is an essential tool for fostering employee growth and engagement. Managers and HR professionals can create a culture that promotes continuous improvement, collaboration, and innovation by incorporating ongoing, constructive feedback into daily operations. It’s time to shift from traditional, infrequent evaluations to a more dynamic, feedback-rich approach—one that empowers employees to reach their full potential.

Adopt formative feedback practices in your teams today. By doing so, you’ll enhance performance, and innovation, and build a more engaged, motivated workforce ready to tackle the challenges of tomorrow. Schedule a demo with Assembly and we’ll help you foster engagement and ensure your employees feel valued. 

FAQ’s

What is the difference between formative and summative feedback in the workplace?

Formative feedback is continuous, real-time feedback aimed at improving employees' performance as they work on tasks. It focuses on guiding improvement during the process. In contrast, summative feedback is typically given at the end of a performance cycle, like during annual reviews, and assesses overall performance, often tied to outcomes such as promotions or raises. While both have value, formative feedback is more effective for ongoing development and immediate corrections.

How does formative feedback improve employee engagement? 

Formative feedback increases employee engagement by creating a supportive environment where feedback is given regularly, not just during formal reviews. Employees feel more valued and motivated when they receive constructive, actionable advice in real-time, allowing them to improve and grow continuously. This type of feedback builds trust and helps employees feel more connected to their work, leading to higher levels of engagement and job satisfaction.

What are examples of effective formative feedback in the workplace? 

Effective formative feedback should be specific and actionable. For example, after a meeting where an employee struggled with clarity in their presentation, a manager could say, “You did a great job explaining the key points, but I noticed the pacing was a bit fast. Let’s work on slowing down for the next meeting. We can practice together if that helps.” This type of feedback is timely, clear, and offers a solution for improvement.

How often should managers provide formative feedback to employees? 

Managers should aim to provide formative feedback regularly, ideally as soon as possible after observing behaviors or tasks that need improvement or commendation. This could be weekly, bi-weekly, or even daily depending on the nature of the work. The key is to give feedback while the task is still fresh, ensuring that employees can make adjustments immediately and continue progressing in their roles.