It is not a secret that for an organization to be successful talented individuals are a must. These hand-picked group of employees can be the Crème de la Crème of the talent pool of graduates, but if left alone, their performance can slowly fade.

Constant employee feedback is key for having an engaged culture. We hear these terms more and more lately, but what exactly is employee feedback?

Employee feedback is a real-time dialogue in which a person reacts to another coworker’ performance with the purpose of greater results.

It is as simple and easy as that. Giving feedback is such a necessary tool that it must happen up and down the career ladder. Every person needs constant communication of what they are doing correctly or wrongly as a basis for improvement. After all, a company’s success depends on the performance of its employees. Employees need to know if what they are doing and the way they are doing it fulfill the organization’s goals. Likewise, Managers and Directors need to know if their ways of working are aligned with employee’s needs and expectations.

But employee feedback is not to judge a performance and just tell the person your opinion. It has a purpose and a very important one. Giving employee feedback should aim to change current behavior so the future action achieves a greater result, maximizing potential. There’s always room for improvement and giving feedback inside an organization is a way of achieving greater results.

Employee feedback also has a general rule: it must be in real-time and frequently; also, it has to be centered on the purpose for there to be a reaction based on the feedback received, it must happen at the right time: when the action took place. As opposed to performance appraisals, that usually happen once a year, giving feedback should happen on a regular basis and be as part of career development.

Later on, we’ll teach you more about how to give constructive employee feedback. But for now, keep in mind this simple and easy explanation.