Feedback is like pizza. It’s best served warm.
Too often, managers save feedback for the next weekly check-in, monthly one-on-one, or annual review. By then, a useful coaching moment has become an item on a list.
Delaying feedback creates three problems:
- The context fades. Details get fuzzy, and the employee wonders why something from weeks ago is suddenly an issue.
- The feedback piles up. Several improvement areas land in one meeting, making the conversation feel like a collection of complaints.
- Some coaching never happens. Faced with a long list, the manager holds back to avoid overwhelming the employee. Useful feedback goes unsaid.
Give feedback while the experience is still fresh.
A timely conversation can be simple:
“I noticed something in that customer conversation. How did you think it went?”
Listen to their perspective. Explain what you observed and why it matters. Agree on what to try next.
When both people remember the situation, feedback can become a two-way conversation grounded in a shared experience. The employee has a clear opportunity to apply it the next time.
Warm also means calm. Choose a private moment, let emotions settle, and make sure you understand what happened.
Regular one-on-ones still matter. Use them to review progress, recognize growth, and discuss patterns.
How much useful coaching is sitting in your notes, waiting for the next meeting?
#Leadership #EmployeeDevelopment #Management