Feedback or Feedforward? Way Forward for 2025?

Recently, I wrote three articles using rhyming terminlogy unintentionally i.e. Competition or Collaboration?, Work Or Network?, Workaholic Or Workafrolic. Here again we have a similar one i.e. Feedback or Feedforward. Regardless of the fact whether someone is a job seeker, newly joined an organisation or working for a number of years for some of the finest organisations in his/her respective country, expecting and going for continuous improvement is the key for keeping our minds sharp and keeping us relevant in the current world.

At work, most employees look up to their managers and colleagues to provide feedback just to see they are on the right path. But what if feedback actually isn’t the best point of focus? Here is a new thing in the market called: Feedforward assessments. When practiced often and within a team, this approach is ideal for helping us meet our future goals for self-improvement. In this article, we shall be discussing and comparing feedback vs. feedforward to maximise our potential for success and growth.

Understanding Feedback and Feedforward

Feedback is retrospective. It involves looking back at past actions, behaviors, or outcomes to identify areas of success or improvement. Feedback provides a valuable opportunity to reflect on what worked well and what could have been done differently. However, it often focuses on addressing problems and, if poorly delivered, can feel overly critical or even demoralizing.

On the other hand, feedforward shifts the focus to the future. Instead of analyzing past mistakes or accomplishments, feedforward offers constructive suggestions and actionable insights aimed at improving future performance. This approach fosters a mindset of growth and possibility, empowering individuals to envision and achieve their potential without carrying weight of the past judgments.

The Role of Feedback in 2025

Feedback remains essential in 2025, particularly when it comes to learning from experience. In industries where historical performance data is critical — such as healthcare, finance, and engineering — feedback helps ensure accountability and provides a basis for continuous improvement. Additionally, the increasing integration of artificial intelligence (AI) and data analytics has enhanced the feedback process. AI-driven tools now offer detailed performance metrics, identifying patterns and trends that might elude human observation.

However, feedback in 2025 must be delivered with care and precision. New employees, particularly younger generations like Gen Z, value empathetic and supportive communication. Harsh or vague feedback may harm morale and lead to disengagement. Organizations are adopting training programs to ensure that managers deliver feedback in a manner that is clear, constructive, and emotionally intelligent. Moreover, feedback is increasingly seen as a two-way street. Employees are encouraged to share upward feedback about leadership, company culture, and workflows, fostering a more inclusive and transparent environment.

The Rise of Feedforward in 2025

Feedforward, with its future-focused orientation, is uniquely suited to the challenges of the year 2025 onwards. The world of work has become more agile and collaborative, with remote and hybrid models dominating many industries. In such environments, looking ahead is often more productive than dwelling on the past. Feedforward provides individuals and teams with actionable strategies to navigate uncertainty and adapt to change.

For example, instead of telling an employee, “You didn’t communicate effectively during the last project,” a feedforward approach might involve saying, “For future projects, consider scheduling regular check-ins with team members to ensure everyone is aligned.” This reframing encourages improvement without triggering defensiveness or negative emotions. Many organisations are prioritising continuous learning and development, and feedforward fits seamlessly into these initiatives. Coaches and mentors can use feedforward to inspire and guide mentees, helping them build on their strengths and develop new skills.

Leveraging Technology for Feedback & Feedforward

The technological advancements in the year 2025 onwards are transforming how feedback and feedforward are delivered. AI-powered platforms are not only analysing past performance but also generating predictive insights and personalised recommendations for future success. Virtual reality (VR) and augmented reality (AR) are being used for immersive training experiences, allowing employees to practice skills and receive real-time feedforward in simulated environments.

Collaboration tools like Slack, Microsoft Teams, and Asana are incorporating features that facilitate both feedback and feedforward. For example, employees can receive instant feedback on completed tasks and feedforward suggestions for improving efficiency or creativity in future projects. These tools also support continuous communication, reducing the reliance on formal reviews and promoting a culture of ongoing improvement.

The Human Element

The human element is and will remain crucial in sharing feedback and feedforward in the modern work environment because it fosters trust and mutual understanding, which are essential for meaningful communication and growth. We all still need the personal touch — expressing genuine concern, offering constructive insights, and tailoring messages to individual strengths and aspirations — ensures that our message is not only heard but embraced.

In 2025 onwards, emotional intelligence, empathy, and active listening are essential skills for delivering both feedback and feedforward effectively. Leaders and managers must recognise that their choice of words have a significant impact on their team members’ confidence and motivation. By fostering trust and creating a psychologically safe environment, they can ensure that feedback and feedforward are received in the spirit of growth and development.

Summing It Up

A Synergistic Path Forward

Feedback and feedforward are complementary tools that businesses must harmonize to thrive in an ever-changing world. Feedback provides the foundation for understanding past performance, addressing gaps, and reinforcing strengths. It builds a culture of accountability and learning that helps organizations refine their existing strategies. However, solely relying on feedback can tether businesses to their past, hindering their ability to adapt to future challenges. This is where feedforward steps in, shifting the focus from what has been done to what can be achieved.

To forge a sustainable path forward, businesses should integrate the reflective wisdom of feedback with the proactive vision of feedforward. This dual approach ensures that they not only learn from past experiences but also anticipate trends, adapt to disruptions, and seize new opportunities. Leveraging technology, such as predictive analytics and AI, alongside fostering open communication and strategic planning, can enhance this balance. By embracing both feedback and feedforward, organizations can create a dynamic framework that fosters continuous improvement, drives innovation, and secures long-term success in a competitive landscape.

About the Author

Muhammad Sajwani is a C-Level HR, Transformation Leader, Board Advisor, Business Coach & Organisational Consultant and Managing Director, Evolve HR. He is an author, columnist and a contributor who besides writing for LinkedIn and Medium, also regularly writes for BizCatalyst 360 and has published around 500 articles. He brings along 30+ years of local & international experience. He is a change catalyst specialising in unleashing the human Dreamgenius through Leadership, Creativity and Change Management. Muhammad has been instrumental in helping organizations come to terms with organizational changes like right-sizing and business process re-engineering. His innovative approach & high personal competence encourages people to not only accept change, but also to excel in it. Muhammad has diverse experience in conducting strategic & management development programs, conferences & events for organisations across sectors. In recognition of his long outstanding services, Global HR Professionals — GHRP & Artificial Intelligence Community of Pakistan awarded him the “Lifetime Achievement Award” in the year 2024.