Feedback between the members of an organisation promotes self-reflection, creates changes in perspective, reveals blind spots and provides incentives for learning. Constructive and benevolent feedback also helps to de-escalate conflicts at an early stage and enable a trusting relationship.
Feedback instruments play an important role in many companies today. A feedback process, for example in the form of an employee survey or a 360 ° feedback, e.g. for managers, means that an organisation or a company systematically performs self-reflection. Information on the behaviour of the organiser, e.g. managers, is made available to them. Thus, they have the opportunity to learn about their own behaviour and to initiate behavioural changes and, ultimately, to fully belong to the organisations that not only talk about feedback but also put it into practice.
In our feedback tools, we focus on the dialogue between actors or groups of actors. We understand ourselves as moderators. Our goal is to create a shared understanding of the objectives and content of the feedback as well as the feedback process. In the appropriate context, we also offer quantitative instruments, such as the 360 ° feedback, employee surveys or assessment systems.