A new talent management model, based on continuous communication, is here to stay. Feedback is much more than a trend that is beginning to be adopted in many organizations, it is the response to the demand of the new employee profile who is looking for an environment where they can help them develop and where they can actively participate in the corporate project.

When internal communication processes are anonymous, are we truly promoting employee participation, or are we inadvertently cultivating a culture of fear around expressing ourselves honestly?

What if it wasn't your employee but your son? Would you wait a year to help him develop his skills, or would you provide more frequent feedback? People and talent development specialist Jesús Garzas humorously sheds light on the necessity of introducing ongoing feedback processes in organizations committed to nurturing talent within their teams.

Do you know when the suggestion box was invented? Since 1899! Certainly, we have learned more effective techniques for promoting internal communication since then. In this post, we discuss the value provided by internal feedback processes and offer practical recommendations to successfully implement them.

Each company approaches its evaluation processes differently, but a common aspect that everyone grapples with when launching a feedback or performance evaluation process, whether it's 90º, 180º, 270º, or 360º, is whether to allow employees to conduct their own self-assessment.

We are already beginning to see examples of successful organizations that are adapting their people management policies to what new professionals demand, but are we all prepared for the great change in philosophy that is heading to our offices to park at our door?

Are you still conducting performance appraisals as usual? It's time to revamp the concept to achieve the true desired outcome: creating a participatory culture where everyone works more effectively and happily.

Are you sure that your team knows what the objectives of the company are? How to communicate the changing objectives? We reflect on the keys to achieve the desired alignment between the corporate strategy and the work performance of employees.

Nowadays, with the available technologies, carrying out performance appraisal processes is very simple. But to carry it out effectively, we must reflect on a series of errors into which we can sometimes fall and we must become aware of them in order to avoid them and make our initiative a success!