Feedback is the essence of an organization’s work culture. A Manager’s continuous feedback to his team holds the rhythm of the work system. Continuous feedback plays a vital role in motivating an employee to give his best that in-turn helps the organization to achieve its objectives. To know the possibility of this, we should first know the importance of continuous feedback. After all, giving feedback is an art that all managers ought to have.

1. Feedback Policy: Performance Management for New Age
Organizations.
Read the original article here!
Feedback policy is an important ingredient that helps in performance
management of any organization. Read more!
Feedback policy: the Road Map
Part 1 would have convinced you the need for change. Part 2 would have
given you a completely new perspective of looking at people and their
relationship with organizations. Now let us look at the Road Map.
It is clear that the need is to make a paradigm shift and a cultural
change. But organizations are not that easy to change. We need to
transform from a “engineered - money making – machine state” to a

2. “caring – living – organism” that produces joy and happiness for its
people, people who are its employees, vendors, customers and
shareholders.
3.1 The process should demonstrate the intention
Allow people to provide and share 360 degree feedback and de-link this
feedback cycle from the salary administration process. You are seeding a
culture of open and lateral feedback.
Set aside a significant amount of your compensation budget to be used
for converting reward points to monetary benefits and perks. Allow those
reward points to be issued and received socially between people who
collaborate on a day to day basis (without any approvals from formal
channels). You are telling people that the wisdom of the crowd is more
valuable than the individual judgments of managers.
Encourage managers to share appreciation as well as
developmental feedback on a continuous basis and set aside time for on
the job coaching and development of their team members. Emphasize the
need for career development plans and growth plans in addition to
performance reviews. Project and celebrate such managers as better
leaders so that the culture spreads across the organization
Give a compensation budget and an increment budget to managers and
let them decide how to use it. Set up separate system / process /
template for arriving at quantum of increment for each team member
within a team. Delink and separate this process / cycle from the

3. Performance feedback cycles and Developmental Feedback cycles. (At
least by a few months).
3.2 Using Technology tools as a catalyst for cultural change
Now it is easy to provide access to technology tools to everyone in the
organization, so that many of the initiatives recommended in the previous
section could be easily executed and managed without too much manual
effort.
Customizing the tool to suit your specific business and organization is very
important. Elements of “where you want to get to” in terms of culture,
can be incorporated in these tools, so that it percolates in to the
organization over a period of time.
But ensure that you choose a technology platform or tool that has been
designed and architectured to support this new paradigm of people
engagement. Tools designed to automate traditional processes can do
more damage than good, as they might re-enforce aspects of culture that
you actually want to change. (Example: allowing a peer to give reward
point and then asking the manager to approve it).
Conclusion
There is a need to re-look at the purpose of why business organizations
exist and their role in growing and developing people. Then we need to
re-define the relationship between people and their organization, so that
people are not treated as “resources” to be managed like money and
materials, but as people who have to be inspired and engaged.

4. Closed and Top down approaches have to be replaced with more open,
lateral and social approaches. The organization has to become less like an
engineered machine and more like a lively living system.
In this environment of cultural change and evolution, technology tools
designed afresh (such as Synergita) can play a catalyst role.
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