Do you know the differences between feedback and feedforward? In this material, we will discuss the concepts, differences and advantages of these strategies for your company. 

Understanding this difference will help your team to implement them at the right moment, aiming at the development of the professionals, besides helping them to achieve the pre-established results in a more simplified way. Keep reading!

What is the difference between feedback and feedforward?

In short: feedback focuses on what has happened, and feedforward on what is yet to come.

If we look at the words, feedback is a combination of feed and back, which means to give a return for some action. The term feedforward was created by Marshall Goldsmith and is a combination of feed and forward. In other words, a forward-looking force.

In the work context, the difference between feedback and feedforward is simple but significant.


Feedback addresses a behavior that took place in the past. For example: "Paulo, in yesterday's meeting you paid little attention to the finance manager's presentation. This can affect you, because you may miss important details of our results, and you run the risk of appearing inattentive to the team”.


The feedforward deals with a future behavior, and has the tone of a suggestion. For example: "Paulo, in the next meetings, you can learn more details about our results and generate a perception of interest in the team if you stay 100% focused on the financial manager's presentation. A good tip is to turn off your cell phone during the meeting.

In short: feedback focuses on what has happened, and feedforward on what is yet to come.

A good evaluation process has components not only of feedback, but also of feedforward, since it is a fundamental part of any exchange, because it focuses on the future and on the receiver's development. So here's a tip: never leave feedforward aside!

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How to give good feedback?

We have brought some of the key components of good feedback to apply in your company:

  • authentic: when offering feedback, you must believe that it will have a positive impact on the company, on the team, and also on the company;
  • well-intentioned: the motivation of the feedback should be the development and growth of the receiver;
  • impersonal: the feedback must focus on behaviors, not on people;
  • in the right forum: if it is a compliment, the ideal is that it be in public;
  • personalized: the more adapted to the receiver's style, the better;
  • straight to the point: make it clear what message you want to convey;
  • together: in cases of negative feedback, expose what went wrong and build an action plan together with the person.


By adopting feedback and feedforward in your business, the team has the opportunity to contribute to the development of the team's key talents. Even people who perform their jobs well, there are opportunities for improvement that should be observed and implemented. This will open up more opportunities to bring improvements in people's performance and, consequently, improvements in the company's performance.

If you want to know more about how our Feedback platform can help your company, contact us and clear your doubts!