At Hudson Strategic Technologies, we recognize that feedback is a powerful driver of both individual and organizational growth. In our fast-paced, client-focused environment, effective communication and accountability are critical. We are committed to building a culture where feedback is welcomed, respected, and used as a tool for improvement, innovation, and excellence.

This policy outlines the principles, expectations, and processes for giving, receiving, and implementing feedback at Hudson Strategic Technologies. It applies to all employees, managers, contractors, and relevant stakeholders engaged in professional interactions within or on behalf of the company.

1. Policy Objectives

  • Create a culture of continuous improvement through open, respectful dialogue.
  • Establish clear standards for providing feedback that leads to meaningful action.
  • Ensure that feedback enhances performance, builds trust, and supports our core values.
  • Provide a framework that supports employee development, team collaboration, and client satisfaction.

2. Guiding Principles of Feedback

Effective feedback at Hudson Strategic Technologies is:

  • Respectful: Delivered professionally and thoughtfully, regardless of hierarchy.
  • Constructive: Focused on improvement rather than criticism.
  • Evidence-Based: Grounded in observations, facts, and outcomes.
  • Timely: Given close to the event for better recall and impact.
  • Solution-Oriented: Accompanied by actionable suggestions or support.

We strongly discourage vague, passive-aggressive, or non-specific criticism. Our goal is to support success—not to assign blame.

3. Types of Feedback

We recognize multiple forms of feedback, each with specific purposes:

  • Performance Feedback: Regular input on work quality, timeliness, productivity, and goal achievement.
  • Developmental Feedback: Feedback designed to build new skills, behaviors, or professional competencies.
  • Peer-to-Peer Feedback: Collaborative feedback that strengthens team dynamics and project alignment.
  • Client Feedback: Insights and evaluations from clients that inform service delivery and relationship management.
  • 360-Degree Feedback: Holistic evaluations that incorporate input from multiple levels or stakeholders.

4. Providing Feedback – Best Practices

When giving feedback, follow this approach:

Use the SBI Method:

  • Situation – Describe the context clearly and neutrally.
  • Behavior – Point out specific behaviors (not personal traits).
  • Impact – Explain the effect of the behavior on a person, team, or project.

Additional Guidelines:

  • Ask for permission to provide feedback when appropriate.
  • Be specific: avoid generalizations like “you always” or “you never.”
  • Be balanced: highlight what’s working well in addition to areas of improvement.
  • Be supportive: offer help, mentorship, or resources when needed.
  • Follow up: track progress and revisit the conversation if needed.

5. Receiving Feedback – Best Practices

Team members at Hudson Strategic Technologies are expected to:

  • Listen actively: Avoid interrupting or reacting defensively.
  • Clarify as needed: Ask for examples if the feedback is unclear.
  • Reflect and assess: Consider how the feedback aligns with your goals.
  • Take ownership: Identify clear steps to respond or improve.
  • Show appreciation: Thank the giver for their input, even if it’s difficult to hear.

Receiving feedback well is a sign of maturity, professionalism, and a growth mindset.

6. Manager & Leadership Responsibilities

Managers and team leads are responsible for:

  • Modeling effective feedback practices.
  • Ensuring fairness and professionalism in all feedback conversations.
  • Documenting formal feedback in performance evaluations and development plans.
  • Facilitating regular check-ins where feedback can be given and received constructively.
  • Addressing issues promptly if feedback leads to conflict or misunderstanding.

7. Documentation and Follow-Up

For feedback to have a lasting impact, it must be documented when appropriate and followed up consistently.

  • Use tools such as employee performance systems, project retrospectives, or 1-on-1 meeting logs.
  • Feedback that affects KPIs, promotions, or corrective actions should always be formally recorded.
  • Managers are expected to revisit key feedback items in performance reviews and development planning.

8. Confidentiality and Professional Conduct

  • Sensitive feedback should always be delivered privately and respectfully.
  • Gossip, venting, or indirect forms of feedback are discouraged and may be considered unprofessional conduct.
  • All parties must maintain confidentiality unless otherwise required for escalation or HR documentation.

9. Handling Feedback Conflicts

Disagreements about feedback may arise. When they do:

  • First, seek clarification respectfully from the feedback provider.
  • If unresolved, involve a neutral third party such as an HR representative or senior leader.
  • If the feedback reveals a pattern of poor performance or unprofessional behavior, formal HR processes may be initiated.

10. Commitment to Continuous Improvement

At Hudson Strategic Technologies, feedback is not a one-time event—it is an ongoing conversation. We are committed to training, coaching, and leadership development initiatives that build our capacity to give and receive feedback in ways that drive both individual and organizational success.

Policy Review & Acknowledgment

This policy will be reviewed annually by HR and leadership teams. All employees are required to acknowledge receipt of the policy and complete any relevant training related to feedback and communication.