Performance Feedback: Should It Be Filtered Before It's Sent?

Generally we recommend that companies not filter feedback before releasing it to recipients. Controlling feedback isn’t conducive to the open environment you want to create. However, some companies start off filtering feedback at first until they feel their feedback training has had its impact. Ultimately, you want to create a culture in which people have complete freedom to give feedback, but if you’re considering whether or not to initially filter the feedback given ask yourself the following questions:


1. How new is the feedback process?


If your employees very rarely gave feedback in the past they may need more training than your average workforce. Make sure they get the information they need about the right way to frame their feedback and the appropriate mindset to have when exchanging feedback. Share our free eBook to help them gain the tools they need.


2. How competitive is your company?


In highly competitive work environments you may want to initially make sure your employees aren’t using feedback to get ahead of the game. This is particularly the case when your workforce is transitioning from a cut-throat performance review system, such as stack ranking. When employees haven’t learned about the benefits of giving feedback based performance reviews for themselves and the team it can result in negative consequences. If you feel it’s necessary you can give your employees time to adjust to the new more teamwork centered approach.


3. Have you had incidents in the past?


Some companies start this change because they need a complete revamp of their culture due to toxic behaviors or the existence of bias in the previous performance review system. If this is the case you may be more inclined to monitor that these negative behaviors are not seeping into your company’s new people management process.

However, keep in mind that Impraise has a system in place to prevent inappropriate feedback. When someone gives negative feedback employees can immediately flag it, alerting your HR team to the situation. Whichever method you chose make sure that the ultimate goal is to reach a situation in which feedback is given freely.

Photo by Damian Zaleski


This article is part of a guide for HR about how to create a feedback culture.

Next Guides:


HR Manager Handbook: Feedback Training


Feedback motivation

How do you motivate employees to give feedback?

How do you train feedback behavior?


Getting the right balance

Why and how do you create self-awareness?