2. Feedback should be timely
If it's June and an employee has a huge win, or a behavioural problem, that feedback shouldn't wait until November performance review. They need to know that we, as leader and coach, notice what's going on. Either to celebrate with them, or to guide them in making immediate improvements. Don't wait. 3. Feedback should be purposeful. Whatever feedback we provide, it should be focused on helping the colleague improve and develop. Before you deliver suggestions or constructive criticism, ask yourself, what's the purpose of this information? Is it relevant here? Could it make a difference in their performance or ability to reach their goals? By answering those questions before you start providing feedback, you can frame your
conversation in a way that feels helpful and targeted. Rather than critical or petty.
For instance, "I am sharing this with you, because I know you want to improve your sales numbers. And I believe this is an important adjustment that can help you do just that." To colleagues, that approach shows that you care about them and their goals and want to help them, which makes them listen to
your message in a very different way.
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