The importance of feedback in technology teams: how to transform conversations into business results

By Elena Cantó, People & Culture Director

In the tech world, where trends, tools and solutions change at great speed and innovations wait for no one, there is something that must remain as the foundation for successful developments: a people-centred corporate culture. At Facephi, as we have grown, we have learnt that to achieve this it is essential to cultivate authentic and constant communication.

In a high-performance environment like ours, with more than 70% of the workforce made up of technological profiles, diverse cultures and soft skills, it is necessary to foster a culture of feedback throughout the organisation. We are not only talking about deployments and products with agile frameworks, but also about each employee's performance, their stage of life within the company, and their capacity for development in the role that best suits them.

For this reason, we implement one-to-one (1:1) feedback conversations between managers and team members - conversations that go far beyond management processes: they are the invisible engine that drives professional development, strengthens trust and keeps a culture of innovation alive.

Feedback that transforms

At Facephi, we understand feedback as a living language - frequent and specific, always oriented towards growth. It is not an audit of mistakes, although those are discussed too, but rather an opportunity to recognise achievements, refine skills and anticipate opportunities for improvement before problems escalate.

When managed well, these conversations become a catalyst for performance and a strong anchor of belonging for each team member.

Little by little, this feedback culture becomes part of daily conversation - there is no need to "find a moment to give feedback"; it flows naturally, creating a culture of transparency, trust and iterative learning.

From theory to real impact: how to build a feedback culture in technological environments

Normalise feedback as part of the workflow
If every sprint, retrospective or daily stand-up includes space for brief feedback, teams internalise it as something natural, not as a one-off event.

Train leaders and mentors in constructive communication and feedback culture
Some profiles have stronger communication skills than others, but that does not mean one cannot learn to be a technical manager while also being capable of discussing complex matters with the team in a way that motivates rather than discourages - becoming an accelerator of talent. Investing in this skill is as essential as investing in technical training.

Encourage bidirectionality
A feedback culture is not just "top-down". Allowing team members to give feedback to their leaders strengthens trust and transparency, creating a space in which the entire organisation learns and grows.

Publicly recognise improvements derived from feedback
When an optimisation, a reduction of bugs or a UX improvement comes from a comment received, celebrating it reinforces the value of being able to share one's opinion. Small gestures make a big difference.

In a global company like Facephi, these communication habits have a direct impact on business: they accelerate problem-solving, reduce friction in solution development and help retain top talent.

And it is no coincidence that this culture has been recognised in the second edition of the Customer Centric Awards, organised by the international consultancy Lukkap, where we were awarded as the company with the best eNPS (Employee Net Promoter Score) for leadership in Spain. This recognition shows that Facephi managers have been rated the best in the country. But beyond the figure itself, what this award truly reflects is something much more important: the trust and connection that exists within our teams.

Business impact

In a technological context such as Facephi's, this practice not only looks after employee well-being but also ensures that their potential is aligned with the company's strategic objectives.

Aligning with these objectives has a direct impact on business. The quality and clarity of feedback translate into tangible metrics that also affect business outcomes, to name just a few examples:

• Better time-to-market: problems detected and corrected earlier reduce launch delays.

• Higher product quality: fewer production incidents, greater client and user satisfaction.

• Talent attraction and retention: technical profiles value environments where they are listened to, recognised and supported in their development - crucial in the "war for talent" within our sector.

• Sustained innovation: the constant exchange of ideas and improvements fuels a continuous cycle of innovation.

• Correction of negative habits: in programming, design or cybersecurity, small repeated oversights (not documenting code, skipping security reviews…) can generate serious failures.

• Achievement of OKRs : one-to-ones turn OKRs into a living process, not a forgotten document in a presentation. Rapid adjustments make the difference between "almost reaching" and achieving or exceeding the objective.

At Facephi, we believe that investing time in giving feedback and holding regular conversations is not an operational task but a strategic decision, because we know that when committed, resilient and connected teams are cultivated, not only is the present strengthened but also a future with greater guarantees of success is built. Even as we incorporate more technology every day, we are increasingly certain that it is people - with their commitment and their capacity to make things happen - who truly make the difference and set us apart from competitors in the market.