What is feedforward?
Feedforward is a communication technique that focuses on future improvements and solutions instead of analyzing past mistakes.
It’s about making constructive suggestions that help a person or a team to develop and achieve their goals.
Feedback vs. feedforward
“Feedforward” is a word creation in which the “back” of “feedback” is replaced by “forward”. This is intended to express that feedforward is looking ahead. This is in stark contrast to feedback, which is often backward-looking.
Feedback can sometimes be perceived as critical or negative, even if it is well-intentioned. Feedforward, on the other hand, is perceived as more positive and encouraging as it highlights opportunities for improvement without focusing on mistakes.
The advantages of feedforward compared to feedback
Feedforward has numerous advantages:
- Motivation: It promotes a positive and future-oriented mindset.
- Openness: People are more willing to accept suggestions for the future than criticism for past actions.
- Development: It supports personal and professional growth by focusing on improvement and learning.
- Effectiveness: Feedforward can lead to visible results more quickly because it sets clear goals for the future.
7 criteria for effective feedforward
Remember that feedforward is like a signpost to the future of your team or colleagues. It’s about being constructive, positive and future-oriented. Here are the main criteria:
- Future-oriented: Good feedforward focuses on what is to come, not on what has already happened. Ask questions like: "How can we do better next time?"
- Constructive: The aim should always be to help and support, not to criticize. Say things like, "Here's an idea on how you could make your presentation even more compelling next time."
- Specific: General comments do not help anyone. Be specific in your suggestions so that your counterpart knows exactly what to do. For example: "If you give clear deadlines in your emails, it helps the team to better understand the priorities."
- Practically implementable: Your feedforward should contain practical steps or measures that can be implemented. It's not just about what should be done, but also about how it can be done.
- Positive and encouraging: Even if there is room for improvement, present it in a way that conveys hope and confidence. Phrases like "I'm convinced you'll do even better next time" can work wonders.
- Dialog-oriented: Feedforward is not a monologue. Ask for feedback and be open to discussion. It is a joint process of growing and learning.
- Honest and authentic: Be honest in your feedforward, but always with the aim of supporting and encouraging. Authenticity creates trust and credibility.
3 examples of effective feedforward
You now know what to look out for in Feedforward. But what does that mean in concrete terms? Take a look at our three examples.
Example 1: Improving project management
Less effective: “You didn’t stick to the project schedule properly.”
Effective feedforward: “I saw that there were challenges with time management in this project. For the next project, we could work together to create a more detailed plan with regular checkpoints to help us stay on track. How about we develop a strategy together to optimize scheduling?”
Example 2: Strengthening presentation skills
Less effective: “Your last presentation was too long and unstructured.”
Effective feedforward: “Your presentation had many interesting points. Next time, you could try to emphasize the main messages more clearly. I’m sure a more focused structure will make your key points stand out even more. Do you need any help with the preparation?”
Example 3: Improving team communication
Less effective: “You don’t give the team enough information about your work.”
Effective feedforward: “It would be great if the team could get more regular updates on your progress. This would help everyone to better understand the bigger picture. Maybe we could introduce a short weekly update meeting? What do you think about taking the initiative next time?”
In these examples, the focus is on making concrete proposals for the future and at the same time signaling support and trust. This promotes a positive and development-oriented dialog.
Live feedforward with teamecho
teamecho offers an ideal platform for integrating feedforward into your corporate culture.
By conducting regular, anonymous surveys, you can create an environment in which future improvements can be discussed openly.
Use the comment function to ask future-oriented questions and thus promote continuous development and positive change.
Benjamin Blum (Head of Human Resources & Member of the Management Board) from Arlewo
More than just a technology
Feedforward is more than just a technique – it’s an attitude. An attitude that encourages us to look ahead and grow together.
Switching from feedback to feedforward can have a significant impact on your team’s motivation, engagement and productivity.
By focusing on future opportunities rather than past mistakes, you create a positive and supportive working environment.
Remember, implementing feedforward in your team or organization is a process. It takes time, patience and practice. But the benefits – a more motivated, committed and productive workforce – are worth it.
FAQ about feedforward
Any questions about feedforward?
No problem. We have answered the most burning questions for you right here in our FAQ.
And don’t forget: Practice makes perfect!
The main difference lies in its orientation. While feedback focuses on past actions and their evaluation, feedforward focuses on future improvements and development opportunities. Feedforward is proactive and future-oriented, feedback is often reactive and past-oriented.
Feedforward can be implemented in daily practice through regular, constructive suggestions for future improvements. This can take place in formal settings such as employee appraisals or informally in everyday exchanges. The key is to take a positive and forward-looking approach that focuses on growth and development.
While feedforward is generally perceived as more positive than feedback, this does not mean that it is always only about praise. Rather, it is about communicating constructively and with an eye to the future. Even when potential for improvement is pointed out, this is done in a way that motivates and inspires.
Feedforward is not intended to completely replace feedback, but rather to supplement it. Both forms of communication have their place and can be used effectively depending on the situation. It is important to find the right balance and focus on positive, future-oriented development.
Teams often react positively to the introduction of feedforward as it is a more motivating and less critical way of communicating. However, it may require a period of adjustment, especially if team members are used to receiving and giving feedback in the traditional way.
