The Power of Feedback

Many would agree that annual performance reviews are outdated and ineffective.

Saving up feedback and delivering it in one sitting misses the opportunity for growth and leaves employees feeling frustrated and unvalued.

This can be costly. According to a Gallup study, employees who receive daily feedback from their manager are 3.6 times more likely to be motivated to deliver great work.

There’s a better way to do feedback that’s simple, effective, and works for everyone.

1. Switch to short, frequent check-ins instead of a single feedback dump. A study from the Society for Human Resource Management (SHRM)found that 80% of employees who received meaningful feedback in the last week are fully engaged.
2. Focus on specific behaviors and provide actionable, constructive advice. Don’t just say “good job.” Instead, give a specific example, like “That was a fantastic presentation on the new project. I liked the way you clearly explained the data, and checked in frequently to confirm understanding. This really helped the team make a faster decision.”
3. The power of a great question. Encourage two-way conversations where employees can share their thoughts and concerns. This creates a psychologically safe space and helps build trust, which a McKinsey report says is key to employee engagement.

How has frequent feedback changed the way your team works? Share your experience below.

 

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