Continuous and Meaningful Feedback

The formula of the Target
Continuous and Meaningful Feedback as a part of CFR


Are you one of those people who becomes a little anxious when it comes to feedback? In this article, we will try to change your perspective a little, both as a giver and a receiver.When have you use the last time Continuous and Meaningful Feedback! 

Feedback is a listening system.

John Doerr

First of all, it is necessary to realize that feedback is a “gift”. Meaningful feedback, or as it is called development-oriented, is a gift in essence. It should be presented as a gift and accepted as a gift. For something to be a gift, it must have value and be meaningful for the recipient.

The giver of feedback should always be aware that if the feedback does not have the following characteristics, it risks crossing a fine line between support and criticism.

Meaningful feedback;

  • It should contain what is needed and include empathy.
  • It should be given on time, just when needed.
  • The package should be attractive and should motivate when opened.
  • It should serve a constructive, developing, value-adding future-oriented result.

By using these 4 features, if you develop your attributes to be able to switch to whichever is the most appropriate of the three types of Continuous and Meaningful Feedback, it will become a highly meaningful and enjoyable dialogue for both you as the giver and the receiver.

These three types are feedback can be listed as “development coaching”, “evaluation” and “satisfaction”.

Development Coaching

This is the process of raising awareness for the individual to progress towards their goals more rationally and knowing what they want.

Can you support someone else’s development process like a development coach? If you lack professional coaching certification, you should aim for meaningful dialogue and be mindful of your intentions.

No judgmental, accusatory, retrospective sentence is a gift. If you intend to offer feedback as a gift, your sentences should be carefully crafted to energize the other person’s creativity, increase their willingness and enrich their alternatives.

Providing ready-made prescriptions, giving advice or directing is not feedback.



We come to this stage if the other person requests an evaluation from you. This is an important indicator of trust, as such a request is a sign that your development-oriented guidance has worked, and the person you are working with is prepared to receive your gift. Now you can say what you think in a sincere and meaningful dialogue. This process is not a grading, a measurement or a judgment; rather it is more like a swot analysis on a clear event, a product, an output. It should be independent of the person and supported by sincerity and empathy.



If there is clear, specific, cause and effect satisfaction, it is a good opportunity to show it. If this opportunity has arisen, you can proceed to the stage of stating satisfaction in the feedback process.


This should not be done for situations that are not sincere, unrealistic and have no effect, just to make the other party feel good; presenting everything as contentment prevents the differentiation of important contributions and the understanding and consolidation of real progress.

If you seek to learn more or specialize in this subject, you can join our training program, and if you wish to make it a part of the culture in the working environment, you can start using Myliba.