{"id":16713,"date":"2026-06-24T09:45:45","date_gmt":"2026-06-24T07:45:45","guid":{"rendered":"https:\/\/nailted.com\/blog\/?p=16713"},"modified":"2026-06-24T09:47:19","modified_gmt":"2026-06-24T07:47:19","slug":"analisis-de-entrega-del-feedback-de-evaluacion","status":"publish","type":"post","link":"https:\/\/nailted.com\/blog\/es\/analisis-de-entrega-del-feedback-de-evaluacion\/","title":{"rendered":"Entrega del feedback en 2026: el 28,5% de las evaluaciones nunca llega al empleado"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-post\" data-elementor-id=\"16713\" class=\"elementor elementor-16713\">\n\t\t\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-3b8e618e elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"3b8e618e\" data-element_type=\"section\" data-settings=\"{&quot;jet_parallax_layout_list&quot;:[{&quot;jet_parallax_layout_image&quot;:{&quot;url&quot;:&quot;&quot;,&quot;id&quot;:&quot;&quot;,&quot;size&quot;:&quot;&quot;},&quot;_id&quot;:&quot;0709ece&quot;,&quot;jet_parallax_layout_image_tablet&quot;:{&quot;url&quot;:&quot;&quot;,&quot;id&quot;:&quot;&quot;,&quot;size&quot;:&quot;&quot;},&quot;jet_parallax_layout_image_mobile&quot;:{&quot;url&quot;:&quot;&quot;,&quot;id&quot;:&quot;&quot;,&quot;size&quot;:&quot;&quot;},&quot;jet_parallax_layout_speed&quot;:{&quot;unit&quot;:&quot;%&quot;,&quot;size&quot;:50,&quot;sizes&quot;:[]},&quot;jet_parallax_layout_type&quot;:&quot;scroll&quot;,&quot;jet_parallax_layout_direction&quot;:&quot;1&quot;,&quot;jet_parallax_layout_fx_direction&quot;:null,&quot;jet_parallax_layout_z_index&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_x&quot;:50,&quot;jet_parallax_layout_bg_x_tablet&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_x_mobile&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_y&quot;:50,&quot;jet_parallax_layout_bg_y_tablet&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_y_mobile&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_size&quot;:&quot;auto&quot;,&quot;jet_parallax_layout_bg_size_tablet&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_size_mobile&quot;:&quot;&quot;,&quot;jet_parallax_layout_animation_prop&quot;:&quot;transform&quot;,&quot;jet_parallax_layout_on&quot;:[&quot;desktop&quot;,&quot;tablet&quot;]}]}\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-5b7de4ff\" data-id=\"5b7de4ff\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-c089987 elementor-widget elementor-widget-text-editor\" data-id=\"c089987\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><b>Es el dato m\u00e1s inc\u00f3modo de todo el reporte. Casi 3 de cada 10 evaluaciones de desempe\u00f1o nunca se comparten con el empleado evaluado. <\/b><span style=\"font-weight: 400;\">La tasa global de entrega del feedback se sit\u00faa en el 71,5% en 2026, lo que significa que el 28,5% restante son procesos que se quedan a medias: se ha invertido tiempo de managers, pares y equipos de People en evaluar a alguien que despu\u00e9s nunca recibe el resultado.<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-b979f7e elementor-widget elementor-widget-text-editor\" data-id=\"b979f7e\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Estos son los datos del<\/span><a href=\"https:\/\/nailted.com\/blog\/es\/\"> <span style=\"font-weight: 400;\">Performance Management Report 2026 de Nailted<\/span><\/a><span style=\"font-weight: 400;\">, elaborado con el an\u00e1lisis de <\/span><b>+18.000 evaluaciones en +100 empresas<\/b><span style=\"font-weight: 400;\">. Este indicador es probablemente el que mejor diferencia las organizaciones que usan las evaluaciones de desempe\u00f1o como herramienta estrat\u00e9gica de las que lo gestionan por inercia administrativa.<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-79fb280 elementor-widget elementor-widget-text-editor\" data-id=\"79fb280\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Porque cuando una evaluaci\u00f3n no se devuelve al empleado <\/span><b>se rompe el ciclo de aprendizaje<\/b><span style=\"font-weight: 400;\">. Pero eso no es todo, ya que <\/span><b>el coste operativo del proceso<\/b><span style=\"font-weight: 400;\">, es decir, la participaci\u00f3n del 89,6%, los 46 d\u00edas de duraci\u00f3n media, las horas de managers y pares, <\/span><b>se convierte en un recurso bald\u00edo<\/b><span style=\"font-weight: 400;\">. Sin entrega no hay toma de conciencia, no hay desarrollo y, por tanto, no hay mejora del desempe\u00f1o.<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-bf63697 elementor-widget elementor-widget-text-editor\" data-id=\"bf63697\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">En este art\u00edculo analizamos <\/span><b>cu\u00e1nto feedback se entrega realmente en 2026, por qu\u00e9 casi un tercio de las evaluaciones se queda sin entregar, qu\u00e9 hacen las empresas que s\u00ed cierran el ciclo y cu\u00e1l es el coste real de no hacerlo<\/b><span style=\"font-weight: 400;\">. Para entender c\u00f3mo se conecta este indicador con el resto del proceso, puedes consultar el an\u00e1lisis general de<\/span><a href=\"https:\/\/nailted.com\/blog\/es\/tendencias-en-evaluaciones-de-desempeno\/\"> <span style=\"font-weight: 400;\">tendencias en evaluaciones de desempe\u00f1o en 2026<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-459f14c elementor-widget elementor-widget-spacer\" data-id=\"459f14c\" data-element_type=\"widget\" data-widget_type=\"spacer.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<div class=\"elementor-spacer\">\n\t\t\t<div class=\"elementor-spacer-inner\"><\/div>\n\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-3e8c6de elementor-widget elementor-widget-html\" data-id=\"3e8c6de\" data-element_type=\"widget\" data-widget_type=\"html.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<div style=\"display: none;\">[content_upgrade cu_id=\"16559\"][\/content_upgrade]<\/div>\n<a class=\"cu-popup\" href=\"#cu_16559\">\n<img class=\" lazyloaded\" src=\"https:\/\/nailted.com\/blog\/wp-content\/uploads\/2026\/05\/Banner-Performance-management-report-1.png\" alt=\"Banner de descarga Employee Experience Report 2026 de Nailted\" data-src=\"\/assets\/images\/home\/people.jpg\" \/>\n<\/a>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-5ac8559 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"5ac8559\" data-element_type=\"section\" data-settings=\"{&quot;jet_parallax_layout_list&quot;:[{&quot;jet_parallax_layout_image&quot;:{&quot;url&quot;:&quot;&quot;,&quot;id&quot;:&quot;&quot;,&quot;size&quot;:&quot;&quot;},&quot;_id&quot;:&quot;9ed8a61&quot;,&quot;jet_parallax_layout_image_tablet&quot;:{&quot;url&quot;:&quot;&quot;,&quot;id&quot;:&quot;&quot;,&quot;size&quot;:&quot;&quot;},&quot;jet_parallax_layout_image_mobile&quot;:{&quot;url&quot;:&quot;&quot;,&quot;id&quot;:&quot;&quot;,&quot;size&quot;:&quot;&quot;},&quot;jet_parallax_layout_speed&quot;:{&quot;unit&quot;:&quot;%&quot;,&quot;size&quot;:50,&quot;sizes&quot;:[]},&quot;jet_parallax_layout_type&quot;:&quot;scroll&quot;,&quot;jet_parallax_layout_direction&quot;:&quot;1&quot;,&quot;jet_parallax_layout_fx_direction&quot;:null,&quot;jet_parallax_layout_z_index&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_x&quot;:50,&quot;jet_parallax_layout_bg_x_tablet&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_x_mobile&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_y&quot;:50,&quot;jet_parallax_layout_bg_y_tablet&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_y_mobile&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_size&quot;:&quot;auto&quot;,&quot;jet_parallax_layout_bg_size_tablet&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_size_mobile&quot;:&quot;&quot;,&quot;jet_parallax_layout_animation_prop&quot;:&quot;transform&quot;,&quot;jet_parallax_layout_on&quot;:[&quot;desktop&quot;,&quot;tablet&quot;]}]}\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-9a839cb\" data-id=\"9a839cb\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-e209c0d elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"e209c0d\" data-element_type=\"section\" data-settings=\"{&quot;jet_parallax_layout_list&quot;:[{&quot;jet_parallax_layout_image&quot;:{&quot;url&quot;:&quot;&quot;,&quot;id&quot;:&quot;&quot;,&quot;size&quot;:&quot;&quot;},&quot;_id&quot;:&quot;0709ece&quot;,&quot;jet_parallax_layout_image_tablet&quot;:{&quot;url&quot;:&quot;&quot;,&quot;id&quot;:&quot;&quot;,&quot;size&quot;:&quot;&quot;},&quot;jet_parallax_layout_image_mobile&quot;:{&quot;url&quot;:&quot;&quot;,&quot;id&quot;:&quot;&quot;,&quot;size&quot;:&quot;&quot;},&quot;jet_parallax_layout_speed&quot;:{&quot;unit&quot;:&quot;%&quot;,&quot;size&quot;:50,&quot;sizes&quot;:[]},&quot;jet_parallax_layout_type&quot;:&quot;scroll&quot;,&quot;jet_parallax_layout_direction&quot;:&quot;1&quot;,&quot;jet_parallax_layout_fx_direction&quot;:null,&quot;jet_parallax_layout_z_index&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_x&quot;:50,&quot;jet_parallax_layout_bg_x_tablet&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_x_mobile&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_y&quot;:50,&quot;jet_parallax_layout_bg_y_tablet&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_y_mobile&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_size&quot;:&quot;auto&quot;,&quot;jet_parallax_layout_bg_size_tablet&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_size_mobile&quot;:&quot;&quot;,&quot;jet_parallax_layout_animation_prop&quot;:&quot;transform&quot;,&quot;jet_parallax_layout_on&quot;:[&quot;desktop&quot;,&quot;tablet&quot;]}]}\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-205b78b\" data-id=\"205b78b\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-dd8ca80 elementor-widget elementor-widget-heading\" data-id=\"dd8ca80\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">\u00bfCu\u00e1nto feedback se entrega realmente en las evaluaciones de desempe\u00f1o?<\/h2>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-abb6b5a elementor-widget elementor-widget-text-editor\" data-id=\"abb6b5a\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-element elementor-element-44bf416 elementor-widget elementor-widget-text-editor\" data-id=\"44bf416\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\"><div class=\"elementor-widget-container\"><p><b>La tasa global de entrega del feedback en evaluaciones de desempe\u00f1o es del 71,5% en 2026<\/b><span style=\"font-weight: 400;\">, lo que significa que casi 3 de cada 10 evaluaciones nunca se comparten con el empleado evaluado, seg\u00fan el Performance Management Report de Nailted.<\/span><\/p><\/div><\/div>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-3234e83 elementor-widget elementor-widget-text-editor\" data-id=\"3234e83\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-element elementor-element-44bf416 elementor-widget elementor-widget-text-editor\" data-id=\"44bf416\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\"><div class=\"elementor-widget-container\"><p><span style=\"font-weight: 400;\">Si una empresa de 200 empleados lanza una campa\u00f1a de evaluaci\u00f3n, aproximadamente <\/span><b>57 personas no recibir\u00e1n sus resultados<\/b><span style=\"font-weight: 400;\">. Han contestado a su autoevaluaci\u00f3n, han dado feedback sobre sus compa\u00f1eros, han participado en el proceso, pero al final del ciclo no obtienen nada de vuelta.<\/span><\/p><\/div><\/div>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-f7a8542 elementor-widget elementor-widget-text-editor\" data-id=\"f7a8542\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">El empleado dedica tiempo y energ\u00eda a participar, pero no recibe lo esperado. La consecuencia es predecible: la siguiente vez que la empresa lance una campa\u00f1a, esos 57 empleados ser\u00e1n los primeros en cuestionar si vale la pena dedicarle tiempo. Es as\u00ed como las tasas de entrega bajas erosionan, ciclo tras ciclo, las tasas de participaci\u00f3n.<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-c5d2134 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"c5d2134\" data-element_type=\"section\" data-settings=\"{&quot;jet_parallax_layout_list&quot;:[{&quot;jet_parallax_layout_image&quot;:{&quot;url&quot;:&quot;&quot;,&quot;id&quot;:&quot;&quot;,&quot;size&quot;:&quot;&quot;},&quot;_id&quot;:&quot;0709ece&quot;,&quot;jet_parallax_layout_image_tablet&quot;:{&quot;url&quot;:&quot;&quot;,&quot;id&quot;:&quot;&quot;,&quot;size&quot;:&quot;&quot;},&quot;jet_parallax_layout_image_mobile&quot;:{&quot;url&quot;:&quot;&quot;,&quot;id&quot;:&quot;&quot;,&quot;size&quot;:&quot;&quot;},&quot;jet_parallax_layout_speed&quot;:{&quot;unit&quot;:&quot;%&quot;,&quot;size&quot;:50,&quot;sizes&quot;:[]},&quot;jet_parallax_layout_type&quot;:&quot;scroll&quot;,&quot;jet_parallax_layout_direction&quot;:&quot;1&quot;,&quot;jet_parallax_layout_fx_direction&quot;:null,&quot;jet_parallax_layout_z_index&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_x&quot;:50,&quot;jet_parallax_layout_bg_x_tablet&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_x_mobile&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_y&quot;:50,&quot;jet_parallax_layout_bg_y_tablet&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_y_mobile&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_size&quot;:&quot;auto&quot;,&quot;jet_parallax_layout_bg_size_tablet&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_size_mobile&quot;:&quot;&quot;,&quot;jet_parallax_layout_animation_prop&quot;:&quot;transform&quot;,&quot;jet_parallax_layout_on&quot;:[&quot;desktop&quot;,&quot;tablet&quot;]}]}\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-e6c4e5d\" data-id=\"e6c4e5d\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-b46babf elementor-widget elementor-widget-heading\" data-id=\"b46babf\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Por qu\u00e9 este es el dato m\u00e1s inc\u00f3modo del reporte<\/h3>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-12d321e elementor-widget elementor-widget-text-editor\" data-id=\"12d321e\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Cuando una evaluaci\u00f3n no se devuelve al empleado, todo el coste operativo del proceso se convierte en un recurso bald\u00edo. Sin entrega no hay toma de conciencia, no hay desarrollo y, por tanto, no hay mejora del rendimiento, seg\u00fan el an\u00e1lisis de Nailted.<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-c29a049 elementor-widget elementor-widget-text-editor\" data-id=\"c29a049\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">A diferencia de otros indicadores del benchmark, como la concentraci\u00f3n de evaluaciones en el Q4 o la duraci\u00f3n de las campa\u00f1as, <\/span><b>el 28,5% de no entrega no se puede explicar como una caracter\u00edstica del sistema<\/b><span style=\"font-weight: 400;\">. No es una decisi\u00f3n estrat\u00e9gica. No responde a una necesidad operativa. Es, simplemente, un fallo en la ejecuci\u00f3n que anula el valor de todo lo que se ha hecho antes.<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-2d1e9fc elementor-widget elementor-widget-text-editor\" data-id=\"2d1e9fc\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><b>Este fallo tiene una dimensi\u00f3n econ\u00f3mica concreta<\/b><span style=\"font-weight: 400;\">. Si una campa\u00f1a de evaluaci\u00f3n cuesta a la empresa, conservadoramente:<\/span><\/p><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><b>2 horas de trabajo por empleado<\/b><span style=\"font-weight: 400;\">: entre autoevaluaci\u00f3n, dar feedback a pares y a manager.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>M\u00e1s el tiempo de los managers:<\/b><span style=\"font-weight: 400;\"> 1-2 horas por persona evaluada, m\u00ednimo.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>M\u00e1s el tiempo del equipo de People:<\/b><span style=\"font-weight: 400;\"> en dise\u00f1ar, lanzar, recordar y cerrar.<\/span><\/li><\/ul>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-8ad326b elementor-widget elementor-widget-text-editor\" data-id=\"8ad326b\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Aqu\u00ed es donde el mito se desmorona. La creencia popular es que abrir una autoevaluaci\u00f3n equivale a invitar a los empleados a &#8220;ponerse un 5 sobre 5&#8221;. Los datos demuestran que <\/span><b>la mayor\u00eda hace exactamente lo contrario: se punt\u00faa por debajo de c\u00f3mo lo ve su entorno<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-51c8e26 elementor-widget elementor-widget-text-editor\" data-id=\"51c8e26\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">En una empresa de 200 personas, esto puede traducirse en cientos de horas de trabajo invertidas. El 28,5% de ese coste es <\/span><b>trabajo cuyo \u00fanico output es ocupar espacio en un servidor<\/b><span style=\"font-weight: 400;\">. No genera conversaci\u00f3n, no genera un plan de acci\u00f3n, no genera desarrollo real para el empleado.<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-c980427 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"c980427\" data-element_type=\"section\" data-settings=\"{&quot;jet_parallax_layout_list&quot;:[{&quot;jet_parallax_layout_image&quot;:{&quot;url&quot;:&quot;&quot;,&quot;id&quot;:&quot;&quot;,&quot;size&quot;:&quot;&quot;},&quot;_id&quot;:&quot;0709ece&quot;,&quot;jet_parallax_layout_image_tablet&quot;:{&quot;url&quot;:&quot;&quot;,&quot;id&quot;:&quot;&quot;,&quot;size&quot;:&quot;&quot;},&quot;jet_parallax_layout_image_mobile&quot;:{&quot;url&quot;:&quot;&quot;,&quot;id&quot;:&quot;&quot;,&quot;size&quot;:&quot;&quot;},&quot;jet_parallax_layout_speed&quot;:{&quot;unit&quot;:&quot;%&quot;,&quot;size&quot;:50,&quot;sizes&quot;:[]},&quot;jet_parallax_layout_type&quot;:&quot;scroll&quot;,&quot;jet_parallax_layout_direction&quot;:&quot;1&quot;,&quot;jet_parallax_layout_fx_direction&quot;:null,&quot;jet_parallax_layout_z_index&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_x&quot;:50,&quot;jet_parallax_layout_bg_x_tablet&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_x_mobile&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_y&quot;:50,&quot;jet_parallax_layout_bg_y_tablet&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_y_mobile&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_size&quot;:&quot;auto&quot;,&quot;jet_parallax_layout_bg_size_tablet&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_size_mobile&quot;:&quot;&quot;,&quot;jet_parallax_layout_animation_prop&quot;:&quot;transform&quot;,&quot;jet_parallax_layout_on&quot;:[&quot;desktop&quot;,&quot;tablet&quot;]}]}\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-cce8a76\" data-id=\"cce8a76\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-f2086e6 elementor-widget elementor-widget-heading\" data-id=\"f2086e6\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">El 64% que s\u00ed entrega lo hace en formato 1:1<\/h2>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-8fdbea5 elementor-widget elementor-widget-text-editor\" data-id=\"8fdbea5\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Entre las empresas que s\u00ed entregan el feedback al empleado, el 64% lo hace en reuniones 1:1.\u00a0 Esto demuestra una preferencia clara por los espacios de conversaci\u00f3n humana frente a la entrega escrita o as\u00edncrona, seg\u00fan el Performance Management Report de Nailted.<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-4599bc9 elementor-widget elementor-widget-text-editor\" data-id=\"4599bc9\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Aqu\u00ed aparece una segunda capa interesante. <\/span><b>No basta con preguntar si se entrega el feedback, importa tambi\u00e9n c\u00f3mo se entrega<\/b><span style=\"font-weight: 400;\">. Ccuando las empresas deciden cerrar el ciclo, la mayor\u00eda apuesta por la calidad de la conversaci\u00f3n:<\/span><\/p><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><b>64% reuni\u00f3n 1:1:<\/b><span style=\"font-weight: 400;\"> entre manager y empleado, siendo el formato dominante.<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>36 %:<\/b><span style=\"font-weight: 400;\"> combina informes escritos, dashboards compartidos, emails de devoluci\u00f3n o sesiones grupales.<\/span><\/li><\/ul>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-df3f1ee elementor-widget elementor-widget-image\" data-id=\"df3f1ee\" data-element_type=\"widget\" data-widget_type=\"image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<img fetchpriority=\"high\" width=\"447\" height=\"302\" src=\"https:\/\/nailted.com\/blog\/wp-content\/uploads\/2026\/06\/Captura-de-pantalla-2026-06-24-a-las-9.42.59-45x30.png\" class=\"attachment-large size-large wp-image-16719 lazy\" alt=\"M\u00e9todos de entrega de los resultados de la evaluaci\u00f3n\" data-srcset=\"https:\/\/nailted.com\/blog\/wp-content\/uploads\/2026\/06\/Captura-de-pantalla-2026-06-24-a-las-9.42.59.png 447w, https:\/\/nailted.com\/blog\/wp-content\/uploads\/2026\/06\/Captura-de-pantalla-2026-06-24-a-las-9.42.59-300x203.png 300w, https:\/\/nailted.com\/blog\/wp-content\/uploads\/2026\/06\/Captura-de-pantalla-2026-06-24-a-las-9.42.59-45x30.png 45w\" data-sizes=\"100vw\" data-width=\"447\" data-height=\"302\" data-src=\"https:\/\/nailted.com\/blog\/wp-content\/uploads\/2026\/06\/Captura-de-pantalla-2026-06-24-a-las-9.42.59.png\" srcset=\"https:\/\/nailted.com\/blog\/wp-content\/uploads\/2026\/06\/Captura-de-pantalla-2026-06-24-a-las-9.42.59-45x30.png 45w, https:\/\/nailted.com\/blog\/wp-content\/uploads\/2026\/06\/Captura-de-pantalla-2026-06-24-a-las-9.42.59-300x203.png 300w, https:\/\/nailted.com\/blog\/wp-content\/uploads\/2026\/06\/Captura-de-pantalla-2026-06-24-a-las-9.42.59.png 447w\" sizes=\"(max-width: 447px) 100vw, 447px\" \/>\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-c28f546 elementor-widget elementor-widget-text-editor\" data-id=\"c28f546\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">La preferencia por las reuniones 1:1 no es casual. Es <\/span><b>el formato que mayor impacto genera en el compromiso del empleado<\/b><span style=\"font-weight: 400;\"> y donde el desarrollo del talento deja de ser teor\u00eda para convertirse en un plan de acci\u00f3n concreto. En una conversaci\u00f3n cara a cara, el dato se humaniza. El empleado puede preguntar, matizar, defenderse y comprometerse. Un informe escrito, por mucho cuidado que se ponga en redactarlo, no permite ese di\u00e1logo.<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-3a22c48 elementor-widget elementor-widget-text-editor\" data-id=\"3a22c48\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Esto conecta directamente con uno de los hallazgos del<\/span><a href=\"https:\/\/nailted.com\/blog\/es\/analisis-de-autoevaluaciones\/\"> <span style=\"font-weight: 400;\">an\u00e1lisis de autoevaluaciones<\/span><\/a><span style=\"font-weight: 400;\">: cuando el 57,4% de los empleados se infraestima, las reuniones 1:1 son el \u00fanico espacio donde el manager puede <\/span><b>calibrar al alza en tiempo real<\/b><span style=\"font-weight: 400;\">, ayudando al empleado a ver lo que \u00e9l mismo no ve. Un informe escrito no consigue ese efecto.<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-5bbfc32 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"5bbfc32\" data-element_type=\"section\" data-settings=\"{&quot;jet_parallax_layout_list&quot;:[{&quot;jet_parallax_layout_image&quot;:{&quot;url&quot;:&quot;&quot;,&quot;id&quot;:&quot;&quot;,&quot;size&quot;:&quot;&quot;},&quot;_id&quot;:&quot;0709ece&quot;,&quot;jet_parallax_layout_image_tablet&quot;:{&quot;url&quot;:&quot;&quot;,&quot;id&quot;:&quot;&quot;,&quot;size&quot;:&quot;&quot;},&quot;jet_parallax_layout_image_mobile&quot;:{&quot;url&quot;:&quot;&quot;,&quot;id&quot;:&quot;&quot;,&quot;size&quot;:&quot;&quot;},&quot;jet_parallax_layout_speed&quot;:{&quot;unit&quot;:&quot;%&quot;,&quot;size&quot;:50,&quot;sizes&quot;:[]},&quot;jet_parallax_layout_type&quot;:&quot;scroll&quot;,&quot;jet_parallax_layout_direction&quot;:&quot;1&quot;,&quot;jet_parallax_layout_fx_direction&quot;:null,&quot;jet_parallax_layout_z_index&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_x&quot;:50,&quot;jet_parallax_layout_bg_x_tablet&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_x_mobile&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_y&quot;:50,&quot;jet_parallax_layout_bg_y_tablet&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_y_mobile&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_size&quot;:&quot;auto&quot;,&quot;jet_parallax_layout_bg_size_tablet&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_size_mobile&quot;:&quot;&quot;,&quot;jet_parallax_layout_animation_prop&quot;:&quot;transform&quot;,&quot;jet_parallax_layout_on&quot;:[&quot;desktop&quot;,&quot;tablet&quot;]}]}\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-77465d4\" data-id=\"77465d4\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-054f61f elementor-widget elementor-widget-heading\" data-id=\"054f61f\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Las 3 razones por las que el 28,5% del feedback de evaluaci\u00f3n no se entrega<\/h2>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-a46c8b4 elementor-widget elementor-widget-text-editor\" data-id=\"a46c8b4\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><b>Seg\u00fan el Performance Management Report 2026 de Nailted, las evaluaciones que no llegan al empleado responden a tres patrones comunes:<\/b><\/p><ul><li><span style=\"font-weight: 400;\">Falta de prop\u00f3sito del proceso.<\/span><\/li><li><span style=\"font-weight: 400;\">Managers desbordados que ven las reuniones 1:1 como una carga extra.<\/span><\/li><li><span style=\"font-weight: 400;\">Miedo al conflicto en culturas no entrenadas para el feedback constructivo.<\/span><\/li><\/ul>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-5fbb86f elementor-widget elementor-widget-text-editor\" data-id=\"5fbb86f\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Detr\u00e1s de ese 28,5% de feedback de evaluaci\u00f3n que no se entrega no hay una causa \u00fanica. Son tres din\u00e1micas distintas que pueden convivir incluso dentro de la misma organizaci\u00f3n:<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-ec7a37e elementor-widget elementor-widget-text-editor\" data-id=\"ec7a37e\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<ol><li><b>Falta de prop\u00f3sito: <\/b><span style=\"font-weight: 400;\">Cuando una evaluaci\u00f3n se lanza con el objetivo de obtener una m\u00e9trica sin un inter\u00e9s real en el crecimiento del empleado, la entrega de feedback se convierte en un tr\u00e1mite que se posterga indefinidamente. Cuando la conversaci\u00f3n con la persona no estaba prevista desde el inicio, no aparece despu\u00e9s por arte de magia. <\/span><\/li><li><b>Managers desbordados: <\/b><span style=\"font-weight: 400;\">Los managers que ven las reuniones 1:1 como <\/span><b>una carga extra y no como parte central de su rol<\/b><span style=\"font-weight: 400;\"> son los que primero se saltan ese paso cuando se les acumula el trabajo. Teniendo en cuenta que el<\/span><a href=\"https:\/\/nailted.com\/blog\/es\/cuando-se-hacen-las-evaluaciones-de-desempeno\/\"> <span style=\"font-weight: 400;\">43,7% de las evaluaciones se concentra en Q4<\/span><\/a><span style=\"font-weight: 400;\">, justo cuando los managers est\u00e1n cerrando proyectos, presupuestos y planificaci\u00f3n del a\u00f1o siguiente, la saturaci\u00f3n operativa es casi inevitable. Esto explica tambi\u00e9n por qu\u00e9 las<\/span><a href=\"https:\/\/nailted.com\/blog\/es\/cuanto-duran-las-evaluaciones-de-desempeno\/\"> <span style=\"font-weight: 400;\">campa\u00f1as que se alargan m\u00e1s de 46 d\u00edas<\/span><\/a><span style=\"font-weight: 400;\"> tienen peores tasas de entrega. Cuando el proceso se eterniza, la urgencia del 1:1 se diluye y la conversaci\u00f3n nunca llega a agendarse.<\/span><\/li><li><b>Miedo al conflicto: <\/b><span style=\"font-weight: 400;\">Hay <\/span><b>culturas de empresa donde no se ha entrenado a los l\u00edderes para dar feedback constructivo<\/b><span style=\"font-weight: 400;\">. Esto les lleva a evitar la conversaci\u00f3n. Si el manager intuye que hay un mensaje dif\u00edcil que comunicar, como un bajo desempe\u00f1o, expectativas no cumplidas o promociones que no llegan, la respuesta m\u00e1s c\u00f3moda es no agendar la reuni\u00f3n 1:1 y dejar que el tiempo lo entierre. Esto no implica que los managers sean malos profesionales; simplemente no tienen las herramientas ni el ejemplo para manejar conversaciones inc\u00f3modas con autoridad y empat\u00eda.<\/span><\/li><\/ol>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-2935d93 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"2935d93\" data-element_type=\"section\" data-settings=\"{&quot;jet_parallax_layout_list&quot;:[{&quot;jet_parallax_layout_image&quot;:{&quot;url&quot;:&quot;&quot;,&quot;id&quot;:&quot;&quot;,&quot;size&quot;:&quot;&quot;},&quot;_id&quot;:&quot;0709ece&quot;,&quot;jet_parallax_layout_image_tablet&quot;:{&quot;url&quot;:&quot;&quot;,&quot;id&quot;:&quot;&quot;,&quot;size&quot;:&quot;&quot;},&quot;jet_parallax_layout_image_mobile&quot;:{&quot;url&quot;:&quot;&quot;,&quot;id&quot;:&quot;&quot;,&quot;size&quot;:&quot;&quot;},&quot;jet_parallax_layout_speed&quot;:{&quot;unit&quot;:&quot;%&quot;,&quot;size&quot;:50,&quot;sizes&quot;:[]},&quot;jet_parallax_layout_type&quot;:&quot;scroll&quot;,&quot;jet_parallax_layout_direction&quot;:&quot;1&quot;,&quot;jet_parallax_layout_fx_direction&quot;:null,&quot;jet_parallax_layout_z_index&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_x&quot;:50,&quot;jet_parallax_layout_bg_x_tablet&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_x_mobile&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_y&quot;:50,&quot;jet_parallax_layout_bg_y_tablet&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_y_mobile&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_size&quot;:&quot;auto&quot;,&quot;jet_parallax_layout_bg_size_tablet&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_size_mobile&quot;:&quot;&quot;,&quot;jet_parallax_layout_animation_prop&quot;:&quot;transform&quot;,&quot;jet_parallax_layout_on&quot;:[&quot;desktop&quot;,&quot;tablet&quot;]}]}\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-6c03ef7\" data-id=\"6c03ef7\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-ef34ee5 elementor-widget elementor-widget-heading\" data-id=\"ef34ee5\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">El coste real de no entregar el feedback<\/h2>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-367be29 elementor-widget elementor-widget-text-editor\" data-id=\"367be29\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Cuando los resultados de una evaluaci\u00f3n no se entregan, el da\u00f1o no se limita al empleado afectado. <\/span><b>Hay tres niveles de coste que conviene tener en mente:<\/b><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-d9644fb elementor-widget elementor-widget-text-editor\" data-id=\"d9644fb\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<ul><li><span style=\"font-weight: 400;\"> <b>Coste directo:<\/b> El tiempo invertido por el empleado, sus compa\u00f1eros, su manager y el equipo de People se desperdicia. En una empresa de 200 personas, eso son cientos de horas anuales sin haber obtenido resultados \u00fatiles.<\/span><\/li><li><b>Coste indirecto:<\/b><span style=\"font-weight: 400;\"> La siguiente campa\u00f1a tendr\u00e1 una participaci\u00f3n m\u00e1s baja. Los empleados que no recibieron su feedback la \u00faltima vez no sentir\u00e1n nivel de urgencia para completar la siguiente. Es as\u00ed como las tasas de<\/span><a href=\"https:\/\/nailted.com\/blog\/es\/tasa-de-participacion-en-evaluaciones-de-desempeno\/\"> <span style=\"font-weight: 400;\">participaci\u00f3n, hoy en el 89,6%<\/span><\/a><span style=\"font-weight: 400;\">, pueden erosionarse silenciosamente ciclo tras ciclo.<\/span><\/li><li><b>Coste cultural:<\/b><span style=\"font-weight: 400;\"> El mensaje impl\u00edcito es &#8220;tu desempe\u00f1o no nos importa lo suficiente como para hablar contigo sobre \u00e9l&#8221;. Es uno de los detonantes m\u00e1s comunes de desafecci\u00f3n silenciosa y, eventualmente, rotaci\u00f3n laboral. El talento que no recibe feedback empieza a buscar fuera lo que dentro no encuentra.<\/span><\/li><\/ul>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-5e8d9dc elementor-widget elementor-widget-text-editor\" data-id=\"5e8d9dc\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Es dif\u00edcil estimar el coste agregado, pero la direcci\u00f3n es clara: <\/span><b>las empresas con tasas de entrega bajas pierden talento sin saber por qu\u00e9<\/b><span style=\"font-weight: 400;\">. <\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-fafd5b9 elementor-widget elementor-widget-html\" data-id=\"fafd5b9\" data-element_type=\"widget\" data-widget_type=\"html.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<div style=\"display: none;\">[content_upgrade cu_id=\"16559\"][\/content_upgrade]<\/div>\n<a class=\"cu-popup\" href=\"#cu_16559\">\n<img class=\" lazyloaded\" src=\"https:\/\/nailted.com\/blog\/wp-content\/uploads\/2026\/05\/Banner-Performance-management-report-2.png\" alt=\"Banner de descarga Employee Experience Report 2026 de Nailted\" data-src=\"\/assets\/images\/home\/people.jpg\" \/>\n<\/a>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-873dc81 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"873dc81\" data-element_type=\"section\" data-settings=\"{&quot;jet_parallax_layout_list&quot;:[{&quot;jet_parallax_layout_image&quot;:{&quot;url&quot;:&quot;&quot;,&quot;id&quot;:&quot;&quot;,&quot;size&quot;:&quot;&quot;},&quot;_id&quot;:&quot;0709ece&quot;,&quot;jet_parallax_layout_image_tablet&quot;:{&quot;url&quot;:&quot;&quot;,&quot;id&quot;:&quot;&quot;,&quot;size&quot;:&quot;&quot;},&quot;jet_parallax_layout_image_mobile&quot;:{&quot;url&quot;:&quot;&quot;,&quot;id&quot;:&quot;&quot;,&quot;size&quot;:&quot;&quot;},&quot;jet_parallax_layout_speed&quot;:{&quot;unit&quot;:&quot;%&quot;,&quot;size&quot;:50,&quot;sizes&quot;:[]},&quot;jet_parallax_layout_type&quot;:&quot;scroll&quot;,&quot;jet_parallax_layout_direction&quot;:&quot;1&quot;,&quot;jet_parallax_layout_fx_direction&quot;:null,&quot;jet_parallax_layout_z_index&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_x&quot;:50,&quot;jet_parallax_layout_bg_x_tablet&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_x_mobile&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_y&quot;:50,&quot;jet_parallax_layout_bg_y_tablet&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_y_mobile&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_size&quot;:&quot;auto&quot;,&quot;jet_parallax_layout_bg_size_tablet&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_size_mobile&quot;:&quot;&quot;,&quot;jet_parallax_layout_animation_prop&quot;:&quot;transform&quot;,&quot;jet_parallax_layout_on&quot;:[&quot;desktop&quot;,&quot;tablet&quot;]}]}\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-9c4c37e\" data-id=\"9c4c37e\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-1dca924 elementor-widget elementor-widget-heading\" data-id=\"1dca924\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Qu\u00e9 diferencia a las empresas que s\u00ed entregan el feedback<\/h2>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-9372ba7 elementor-widget elementor-widget-text-editor\" data-id=\"9372ba7\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Los patrones que vemos en las empresas con tasas de entrega cercanas o superiores al 90% son consistentes:<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-f6dbcc1 elementor-widget elementor-widget-text-editor\" data-id=\"f6dbcc1\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<ul><li><b>El 1:1 est\u00e1 agendado antes de empezar la campa\u00f1a:<\/b><span style=\"font-weight: 400;\"> No se espera a agendarlo cuando se termina el ciclo de evaluaci\u00f3n. El d\u00eda y la hora est\u00e1n en el calendario del manager y del empleado desde el mismo lanzamiento. Esta sola pr\u00e1ctica reduce la tasa de no entrega dr\u00e1sticamente.<\/span><\/li><li><b>El owner del proceso hace seguimiento expl\u00edcito de los 1:1:<\/b><span style=\"font-weight: 400;\"> No basta con asegurarse de que las evaluaciones est\u00e9n completadas. Hay que verificar que las conversaciones de entrega del feedback se han producido. Este es el paso que m\u00e1s equipos de People olvidan.<\/span><\/li><li><b>El manager tiene formaci\u00f3n espec\u00edfica en feedback:<\/b><span style=\"font-weight: 400;\"> No se asume que dar feedback es una habilidad innata. Se entrena, se modela y se acompa\u00f1a. Las empresas que invierten en formaci\u00f3n de managers ven tasas de entrega muy superiores a la media.<\/span><\/li><li><b>Hay materiales de soporte para el 1:1:<\/b><span style=\"font-weight: 400;\"> Plantillas, guiones, agendas, ejemplos de preguntas. Cuanto m\u00e1s f\u00e1cil resulte la conversaci\u00f3n para el manager, m\u00e1s probable ser\u00e1 que la tenga.<\/span><\/li><li><b>El proceso est\u00e1 integrado en una herramienta \u00fanica:<\/b><span style=\"font-weight: 400;\"> Las empresas que gestionan evaluaci\u00f3n, calibraci\u00f3n y 1:1 en plataformas separadas pierden personas en el proceso. Cuando todo est\u00e1 en el mismo sistema, como <\/span><a href=\"https:\/\/nailted.com\/es\/performance-reviews-check-ins\"><span style=\"font-weight: 400;\">el software de Nailted<\/span><\/a><span style=\"font-weight: 400;\">, el 1:1 aparece como paso natural y obligatorio al cierre.<\/span><\/li><\/ul>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-4dc43c7 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"4dc43c7\" data-element_type=\"section\" data-settings=\"{&quot;jet_parallax_layout_list&quot;:[{&quot;jet_parallax_layout_image&quot;:{&quot;url&quot;:&quot;&quot;,&quot;id&quot;:&quot;&quot;,&quot;size&quot;:&quot;&quot;},&quot;_id&quot;:&quot;0709ece&quot;,&quot;jet_parallax_layout_image_tablet&quot;:{&quot;url&quot;:&quot;&quot;,&quot;id&quot;:&quot;&quot;,&quot;size&quot;:&quot;&quot;},&quot;jet_parallax_layout_image_mobile&quot;:{&quot;url&quot;:&quot;&quot;,&quot;id&quot;:&quot;&quot;,&quot;size&quot;:&quot;&quot;},&quot;jet_parallax_layout_speed&quot;:{&quot;unit&quot;:&quot;%&quot;,&quot;size&quot;:50,&quot;sizes&quot;:[]},&quot;jet_parallax_layout_type&quot;:&quot;scroll&quot;,&quot;jet_parallax_layout_direction&quot;:&quot;1&quot;,&quot;jet_parallax_layout_fx_direction&quot;:null,&quot;jet_parallax_layout_z_index&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_x&quot;:50,&quot;jet_parallax_layout_bg_x_tablet&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_x_mobile&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_y&quot;:50,&quot;jet_parallax_layout_bg_y_tablet&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_y_mobile&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_size&quot;:&quot;auto&quot;,&quot;jet_parallax_layout_bg_size_tablet&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_size_mobile&quot;:&quot;&quot;,&quot;jet_parallax_layout_animation_prop&quot;:&quot;transform&quot;,&quot;jet_parallax_layout_on&quot;:[&quot;desktop&quot;,&quot;tablet&quot;]}]}\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-41b8f9c\" data-id=\"41b8f9c\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-00b4c5d elementor-widget elementor-widget-heading\" data-id=\"00b4c5d\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">C\u00f3mo mejorar la tasa de entrega: cinco acciones concretas<\/h2>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-0bb24b5 elementor-widget elementor-widget-text-editor\" data-id=\"0bb24b5\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Si tu organizaci\u00f3n tiene una tasa de entrega del feedback de evaluaci\u00f3n por debajo del 71,5%, estas son las palancas con mayor retorno seg\u00fan los patrones del mercado:<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-f2a4742 elementor-widget elementor-widget-text-editor\" data-id=\"f2a4742\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<ul><li><b>Agenda los 1:1 al lanzar la campa\u00f1a, no al cerrarla:<\/b><span style=\"font-weight: 400;\"> Calendariza la entrega desde el primer d\u00eda. Si no est\u00e1 en el calendario, no existe.<\/span><\/li><li><b>Convierte la entrega en un KPI del manager:<\/b><span style=\"font-weight: 400;\"> No del proceso, no del equipo de People. Este \u00e9xito debe ser responsabilidad del manager. Lo que se mide se hace.<\/span><\/li><li><b>Acorta la campa\u00f1a:<\/b><span style=\"font-weight: 400;\"> Cuanto antes termine la evaluaci\u00f3n, m\u00e1s caliente est\u00e1 el feedback y m\u00e1s probable es que el manager lo entregue. La<\/span><a href=\"https:\/\/nailted.com\/blog\/es\/cuanto-duran-las-evaluaciones-de-desempeno\/\"> <span style=\"font-weight: 400;\">duraci\u00f3n media es de 46 d\u00edas, pero la mediana es de 21<\/span><\/a><span style=\"font-weight: 400;\">. Los equipos \u00e1giles entregan m\u00e1s.<\/span><\/li><li><b>Forma a los managers en feedback constructivo:<\/b><span style=\"font-weight: 400;\"> Si la causa es el miedo al conflicto, la soluci\u00f3n no es presionarles y obligarles a enfrentarse a esa conversaci\u00f3n, sino capacitarles. Un manager entrenado convierte una conversaci\u00f3n inc\u00f3moda en una conversaci\u00f3n de desarrollo.<\/span><\/li><li><b>Pregunta al empleado si ha recibido el feedback:<\/b><span style=\"font-weight: 400;\"> Un chequeo r\u00e1pido posterior al cierre del proceso, preguntando directamente al empleado si la reuni\u00f3n 1:1 tuvo lugar, es el mecanismo m\u00e1s honesto para detectar el no-delivery oculto.<\/span><\/li><\/ul>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-758ed26 elementor-widget elementor-widget-text-editor\" data-id=\"758ed26\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><b>Un consejo de fondo que conecta con<\/b><a href=\"https:\/\/nailted.com\/blog\/es\/cuando-se-hacen-las-evaluaciones-de-desempeno\/\"> <b>cu\u00e1ndo se hacen las evaluaciones de desempe\u00f1o<\/b><\/a><b>: si lanzas en Q4 (como hace el 43,7% del mercado), tu campa\u00f1a competir\u00e1 con cierres de proyecto, presupuestos y cenas de empresa<\/b><span style=\"font-weight: 400;\">. Es pr\u00e1cticamente imposible cerrarla r\u00e1pido. Lanzar en otro trimestre puede acortar la duraci\u00f3n real entre 15 y 30 d\u00edas solo por el efecto del calendario.<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-1641a0a elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"1641a0a\" data-element_type=\"section\" data-settings=\"{&quot;jet_parallax_layout_list&quot;:[{&quot;jet_parallax_layout_image&quot;:{&quot;url&quot;:&quot;&quot;,&quot;id&quot;:&quot;&quot;,&quot;size&quot;:&quot;&quot;},&quot;_id&quot;:&quot;0709ece&quot;,&quot;jet_parallax_layout_image_tablet&quot;:{&quot;url&quot;:&quot;&quot;,&quot;id&quot;:&quot;&quot;,&quot;size&quot;:&quot;&quot;},&quot;jet_parallax_layout_image_mobile&quot;:{&quot;url&quot;:&quot;&quot;,&quot;id&quot;:&quot;&quot;,&quot;size&quot;:&quot;&quot;},&quot;jet_parallax_layout_speed&quot;:{&quot;unit&quot;:&quot;%&quot;,&quot;size&quot;:50,&quot;sizes&quot;:[]},&quot;jet_parallax_layout_type&quot;:&quot;scroll&quot;,&quot;jet_parallax_layout_direction&quot;:&quot;1&quot;,&quot;jet_parallax_layout_fx_direction&quot;:null,&quot;jet_parallax_layout_z_index&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_x&quot;:50,&quot;jet_parallax_layout_bg_x_tablet&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_x_mobile&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_y&quot;:50,&quot;jet_parallax_layout_bg_y_tablet&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_y_mobile&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_size&quot;:&quot;auto&quot;,&quot;jet_parallax_layout_bg_size_tablet&quot;:&quot;&quot;,&quot;jet_parallax_layout_bg_size_mobile&quot;:&quot;&quot;,&quot;jet_parallax_layout_animation_prop&quot;:&quot;transform&quot;,&quot;jet_parallax_layout_on&quot;:[&quot;desktop&quot;,&quot;tablet&quot;]}]}\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-890df90\" data-id=\"890df90\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-e5074f1 elementor-widget elementor-widget-heading\" data-id=\"e5074f1\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Entrega del feedback en 2026: los datos en una tabla<\/h2>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-7bae4e8 elementor-widget elementor-widget-html\" data-id=\"7bae4e8\" data-element_type=\"widget\" data-widget_type=\"html.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<table style=\"width: 100%; table-layout: fixed; border-collapse: collapse; font-family: 'Lato', sans-serif; color: #4b4f56; margin: 25px 0;\">\n  <thead>\n    <tr>\n      <th style=\"width: 40%; border: 1px solid #dddddd; padding: 12px; text-align: center; vertical-align: middle; word-wrap: break-word; background-color: #b8dffb; font-size: 17px; font-weight: 700;\">Indicador<\/th>\n      <th style=\"width: 60%; border: 1px solid #dddddd; padding: 12px; text-align: center; vertical-align: middle; word-wrap: break-word; background-color: #b8dffb; font-size: 17px; font-weight: 700;\">Dato 2026<\/th>\n    <\/tr>\n  <\/thead>\n  <tbody>\n    <tr>\n      <td style=\"width: 40%; border: 1px solid #dddddd; padding: 12px; text-align: left; vertical-align: top; word-wrap: break-word; background-color: #b8dffb; font-size: 17px; font-weight: 700;\">Tasa global de entrega del feedback<\/td>\n      <td style=\"width: 60%; border: 1px solid #dddddd; padding: 12px; text-align: center; vertical-align: middle; word-wrap: break-word; font-size: 16px;\">71,5%<\/td>\n    <\/tr>\n    <tr>\n      <td style=\"width: 40%; border: 1px solid #dddddd; padding: 12px; text-align: left; vertical-align: top; word-wrap: break-word; background-color: #b8dffb; font-size: 17px; font-weight: 700;\">% de evaluaciones que no llegan al empleado<\/td>\n      <td style=\"width: 60%; border: 1px solid #dddddd; padding: 12px; text-align: center; vertical-align: middle; word-wrap: break-word; font-size: 16px;\">28,5%<\/td>\n    <\/tr>\n    <tr>\n      <td style=\"width: 40%; border: 1px solid #dddddd; padding: 12px; text-align: left; vertical-align: top; word-wrap: break-word; background-color: #b8dffb; font-size: 17px; font-weight: 700;\">Empresas que entregan en formato 1:1 (sobre las que entregan)<\/td>\n      <td style=\"width: 60%; border: 1px solid #dddddd; padding: 12px; text-align: center; vertical-align: middle; word-wrap: break-word; font-size: 16px;\">64%<\/td>\n    <\/tr>\n    <tr>\n      <td style=\"width: 40%; border: 1px solid #dddddd; padding: 12px; text-align: left; vertical-align: top; word-wrap: break-word; background-color: #b8dffb; font-size: 17px; font-weight: 700;\">% de empresas que usan otros m\u00e9todos de entrega<\/td>\n      <td style=\"width: 60%; border: 1px solid #dddddd; padding: 12px; text-align: center; vertical-align: middle; word-wrap: break-word; font-size: 16px;\">36%<\/td>\n    <\/tr>\n    <tr>\n      <td style=\"width: 40%; border: 1px solid #dddddd; padding: 12px; text-align: left; vertical-align: top; word-wrap: break-word; background-color: #b8dffb; font-size: 17px; font-weight: 700;\">Raz\u00f3n 1 del no-delivery<\/td>\n      <td style=\"width: 60%; border: 1px solid #dddddd; padding: 12px; text-align: center; vertical-align: middle; word-wrap: break-word; font-size: 16px;\">Falta de prop\u00f3sito<\/td>\n    <\/tr>\n    <tr>\n      <td style=\"width: 40%; border: 1px solid #dddddd; padding: 12px; text-align: left; vertical-align: top; word-wrap: break-word; background-color: #b8dffb; font-size: 17px; font-weight: 700;\">Raz\u00f3n 2 del no-delivery<\/td>\n      <td style=\"width: 60%; border: 1px solid #dddddd; padding: 12px; text-align: center; vertical-align: middle; word-wrap: break-word; font-size: 16px;\">Managers desbordados<\/td>\n    <\/tr>\n    <tr>\n      <td style=\"width: 40%; border: 1px solid #dddddd; padding: 12px; text-align: left; vertical-align: top; word-wrap: break-word; background-color: #b8dffb; font-size: 17px; font-weight: 700;\">Raz\u00f3n 3 del no-delivery<\/td>\n      <td style=\"width: 60%; border: 1px solid #dddddd; padding: 12px; text-align: center; vertical-align: middle; word-wrap: break-word; font-size: 16px;\">Miedo al conflicto<\/td>\n    <\/tr>\n  <\/tbody>\n<\/table>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-02b913d elementor-widget elementor-widget-text-editor\" data-id=\"02b913d\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Las empresas que han llegado al 90% de tasa de entrega comparten un patr\u00f3n claro: no tratan el 1:1 de entrega no como el final del proceso, sino como <\/span><b>el momento por el que todo el proceso de evaluaci\u00f3n existe<\/b><span style=\"font-weight: 400;\">. <\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-12bcbc3 elementor-widget elementor-widget-text-editor\" data-id=\"12bcbc3\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Si quieres ver c\u00f3mo se conecta la entrega del feedback con el resto de variables del proceso (calendario, participaci\u00f3n, duraci\u00f3n, m\u00e9todos de evaluaci\u00f3n, autoevaluaci\u00f3n y calibraci\u00f3n del 9-Box), puedes consultar el<\/span><a href=\"https:\/\/nailted.com\/blog\/es\/analisis-de-procesos-de-performance-y-evaluaciones\/\"> <span style=\"font-weight: 400;\">an\u00e1lisis completo de procesos de performance y evaluaciones<\/span><\/a><span style=\"font-weight: 400;\"> o el resumen de<\/span><a href=\"https:\/\/nailted.com\/blog\/es\/tendencias-en-evaluaciones-de-desempeno\/\"> <span style=\"font-weight: 400;\">tendencias en evaluaciones de desempe\u00f1o 2026<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-15cb2a2 elementor-widget elementor-widget-text-editor\" data-id=\"15cb2a2\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">Si quieres ver c\u00f3mo se conecta la entrega del feedback con el resto de variables del proceso (calendario, participaci\u00f3n, duraci\u00f3n, m\u00e9todos de evaluaci\u00f3n, autoevaluaci\u00f3n y calibraci\u00f3n del 9-Box), puedes consultar el<\/span><a href=\"https:\/\/nailted.com\/blog\/es\/analisis-de-procesos-de-performance-y-evaluaciones\/\"> <span style=\"font-weight: 400;\">an\u00e1lisis completo de procesos de performance y evaluaciones<\/span><\/a><span style=\"font-weight: 400;\"> o el resumen de<\/span><a href=\"https:\/\/nailted.com\/blog\/es\/tendencias-en-evaluaciones-de-desempeno\/\"> <span style=\"font-weight: 400;\">tendencias en evaluaciones de desempe\u00f1o 2026<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-da5efb8 elementor-widget elementor-widget-text-editor\" data-id=\"da5efb8\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">La pregunta clave que tu equipo de People deber\u00eda hacerse antes de lanzar la pr\u00f3xima campa\u00f1a no es <\/span><b>&#8220;\u00bfcu\u00e1ntos van a participar?&#8221;<\/b><span style=\"font-weight: 400;\">, sino <\/span><b>&#8220;\u00bfcu\u00e1ntos van a recibir su feedback de vuelta?&#8221;<\/b><span style=\"font-weight: 400;\">. Si la respuesta no es &#8220;todos&#8221;, quiz\u00e1s merezca la pena redise\u00f1ar el proceso antes de lanzarlo.<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-d0b1895 elementor-widget elementor-widget-html\" data-id=\"d0b1895\" data-element_type=\"widget\" data-widget_type=\"html.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<div style=\"display: none;\">[content_upgrade cu_id=\"16559\"][\/content_upgrade]<\/div>\n<a class=\"cu-popup\" href=\"#cu_16559\">\n<img class=\" lazyloaded\" src=\"https:\/\/nailted.com\/blog\/wp-content\/uploads\/2026\/05\/Banner-Performance-management-report-3.png\" alt=\"Banner de descarga Employee Experience Report 2026 de Nailted\" data-src=\"\/assets\/images\/home\/people.jpg\" \/>\n<\/a>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"<p>An\u00e1lisis de la duraci\u00f3n de las evaluaciones en 2026.<\/p>\n","protected":false},"author":6,"featured_media":16714,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"image","meta":{"episode_type":"audio","audio_file":"","podmotor_file_id":"","podmotor_episode_id":"","cover_image":"","cover_image_id":"","duration":"","filesize":"","filesize_raw":"","date_recorded":"","explicit":"","block":"","itunes_episode_number":"","itunes_title":"","itunes_season_number":"","itunes_episode_type":"","cybocfi_hide_featured_image":""},"categories":[201],"tags":[315,265,287,269],"series":[367],"episode_featured_image":"https:\/\/nailted.com\/blog\/wp-content\/uploads\/2026\/06\/Disen\u0303o-sin-ti\u0301tulo-81.jpg","episode_player_image":"https:\/\/nailted.com\/blog\/wp-content\/uploads\/2020\/11\/Company-culture-matters-1.jpg","download_link":"","player_link":"","audio_player":false,"episode_data":{"playerMode":"dark","subscribeUrls":{"spotify":{"key":"spotify","url":"https:\/\/open.spotify.com\/show\/1Bl7apd3ITSFD45mwUi1Og?si=T_w80oYURZ22ZGjPMD-LsQ","label":"Spotify","class":"spotify","icon":"spotify.png"},"itunes":{"key":"itunes","url":"https:\/\/podcasts.apple.com\/es\/podcast\/company-culture-matters-by-nailted\/id1545900885","label":"iTunes","class":"itunes","icon":"itunes.png"}},"rssFeedUrl":"https:\/\/nailted.com\/blog\/feed\/podcast\/company-culture-matters","embedCode":"<blockquote class=\"wp-embedded-content\" data-secret=\"I8VkKeFW7L\"><a href=\"https:\/\/nailted.com\/blog\/es\/analisis-de-entrega-del-feedback-de-evaluacion\/\">Entrega del feedback en 2026: el 28,5% de las evaluaciones nunca llega al empleado<\/a><\/blockquote><iframe sandbox=\"allow-scripts\" security=\"restricted\" src=\"https:\/\/nailted.com\/blog\/es\/analisis-de-entrega-del-feedback-de-evaluacion\/embed\/#?secret=I8VkKeFW7L\" width=\"500\" height=\"350\" title=\"\u00abEntrega del feedback en 2026: el 28,5% de las evaluaciones nunca llega al empleado\u00bb \u2014 \" data-secret=\"I8VkKeFW7L\" frameborder=\"0\" marginwidth=\"0\" marginheight=\"0\" scrolling=\"no\" class=\"wp-embedded-content\"><\/iframe><script type=\"text\/javascript\">\n\/*! 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