Discharge for performance x lack of feedback: where is the failure in management?

People management still faces challenges in performance evaluation and development promotion, with employee engagement being a central factor for productivity and talent retention in organizations. According to the Engaja S/A survey, conducted by Flash in partnership with FGV and Talenses Group, in 2024, 44% of workers in the country are engaged and 56% disengaged or actively disengaged. In addition, a Harvard Business Review study found that 72% of employees believe that their performance would improve if they received more feedback from their managers.

For Pablo Funchal's, CEO of Fluxus Corporate Education, specialized in leadership development, management based exclusively on digital metrics, without counterpart of dialogue, can generate insecurity, emotional exhaustion and reputational risks. “O feedback is not an instrument of revenge, but of growth.When offered in a structured and constant way, it contributes to the trust, security and satisfaction of people, directly reflecting on the” performance, he says.

Still in agreement with Pablo, adopting a consistent feedback culture also means creating an environment of continuous learning, where mistakes are opportunities for evolution and achievements are clearly recognized. The expert points out that, although data monitoring is relevant, it does not replace direct interaction between leaders and teams. “A dismissal without prior feedback represents a psychological contract breach and can affect the confidence of the entire team”, he adds.