Feedback culture – how to support the development of programmers?

Key Points

• What Do Programmers Value Most?: Programmers are task-oriented and appreciate clear, specific feedback. They value work-life balance, flexible hours, and independence in completing tasks. A flat organizational structure and few restrictions are also important to them.
• The Importance of Feedback: Well-constructed feedback is constructive, task-focused, and empathetic. It should provide positive reinforcement, encourage improvement, and avoid judgment of the person. Tailored feedback helps create a sense of security and motivates employees to improve.
• Feedback Delivery: Effective feedback in IT should be clear, specific, and factual. The “sandwich method” is often used: start with a positive comment, follow with an area for improvement, and end on a positive note. This ensures feedback is constructive and actionable.
• Employee Engagement: Feedback should be meaningful, showing employees how their work contributes to the broader goals of the company. A sense of purpose increases job satisfaction and engagement, particularly for younger generations like Gen Z and Millennials.
• Receiving Feedback: Engineers value data-driven, honest feedback. A partnership approach works best—ask for their input on how to improve solutions and cooperation. Individual conversations help foster understanding and improve team dynamics.

Feedback is a powerful tool that provides valuable information. It can contribute to even better performance of the assigned work. To be effective, it must be communicated effectively. What should the feedback culture in an IT team look like?

What do programmers value most in their work?

According to the report “What motivates IT people and how to work with them,” prepared by the Reiss Motivation Profile, developers are mostly task-oriented. Clear and specific messages are essential to them. The above analysis of developers showed that these people appreciate work-life balance, want a balance between their private and professional lives, value flexible working hours, and need tasks that they can perform independently in peace. They usually like to act intuitively and spontaneously, pursue goals with few restrictions and rules, and work in a flat organizational structure where everyone is equal.

Of course, the above statements are a generalization. Each of us is different and has different needs. However, this type of data is an excellent starting point.

What is feedback, what does it give the company, and how does it affect the employee?

Feedback is nothing more than constructive feedback. How it affects employees largely depends on how it is presented. Well-constructed feedback is honest, positively reinforcing, encourages improvement, relates strictly to the task at hand, and is not a judgment of the person.

Its message should be tailored to the individual recipient. Every manager who gives feedback should bear in mind that people have different sensitivity thresholds, and neuroatypical individuals, i.e., those who process stimuli, information, and emotions differently, may react particularly strongly. Therefore, even constructive criticism can be perceived as a lack of acceptance. That is why an empathetic approach is so important. It helps create a sense of security, encouraging employees to take action and, in turn, contributing to the company’s development.

What should well-constructed feedback look like?

Well-constructed feedback in IT should be specific and clear. Many programmers value technical and factual messages. It is worth using the so-called sandwich method: start with a positive comment, move to the element of improvement, and end on a positive note. An example of such a message could be:

“I like that your code is well-documented and easy to read. However, it would be worth adding more unit tests to catch errors more quickly in the future. I am convinced that thanks to your attention to detail, the tests will further improve the quality of the entire project.”

It may also be helpful to view tasks as a continuous improvement of a process. Therefore, instead of communicating that someone has done something wrong, it is worth communicating that a given thing can be done even better by performing specific actions.

However, even the best-formulated feedback loses its value if the employee does not see the broader meaning of their actions. According to the “2025 Gen Z and Millennial Survey” report by consulting firm Deloitte, 91 percent of Polish Gen Zers and millennials said that work without a sense of meaning is not satisfying. The more precisely an employee knows what the goal of a project is, what it brings to the company, and why it is so important, the more they will feel that they are not just someone who does the work, but an important part of the project, without whom the goal cannot be achieved.

How to receive feedback from engineers?

Gathering feedback from engineers requires openness, empathy, and a partnership approach. They are specialists who value data, specifics, and honesty, so it is best to respond based on facts rather than emotions. It is worth asking regularly what can be improved in a given solution or method of cooperation, how the engineer perceives the problem, and what, in their opinion, could work better in practice. It is also essential to demonstrate that their suggestions are crucial and will have a significant impact on the team’s future actions. Individual conversations work well because they allow for a calm exchange of views and an understanding of the other party’s perspective.

Don’t think in stereotypes when giving feedback.

Reports and data are helpful. However, remember that each of us is different. There are many stereotypes about programmers, as in any profession. The only effective way to reach a person is through conversation, active listening, and understanding the other person’s needs.

At j‑labs, we do this very well. Delivery Managers, or engineers’ supervisors, monitor programmers’ moods and regularly review feedback. This allows us to adapt the right solutions to their needs quickly. For example, if a programmer feels that the current project is not working for them, they can move to one that will develop their skills. This not only affects job satisfaction but also helps the company grow, because a satisfied employee is more committed and ready for long-term cooperation.

If you want to recruit a great team of specialists, write to us about your needs, and we will select the engineers who best fit your project. We care about our teams, regularly collect feedback, ask the right questions, and listen to what our people have to say. This helps us prevent burnout and turnover, and you gain a partner who will provide you with a stable and motivated team for years to come.

FAQ

What do programmers value in feedback?

Programmers appreciate feedback that is specific, clear, and task-oriented. They value constructive feedback that helps them improve their work while maintaining their independence.

How should feedback be delivered in IT?

Feedback should be specific, clear, and factual. Using the “sandwich method” is effective—start with a positive comment, then offer areas for improvement, and end on a positive note to ensure a balanced and constructive approach.

Why is feedback important for employee satisfaction?

Feedback provides employees with a sense of purpose, showing them how their work contributes to the company’s goals. This sense of meaning boosts job satisfaction, especially for younger generations like Gen Z and Millennials.

How can feedback be gathered from engineers?

Feedback from engineers should be collected through open, empathetic conversations. Focus on data and facts, and make sure their suggestions are valued. Regular individual conversations help ensure continuous improvement and mutual understanding.