Improving Productivity with Regular Feedback Sessions

Harsh truth: Most managers give feedback at exactly the wrong time. And it's costing you engagement, retention, and results. Here's what research shows: • Morning feedback is 25% more effective • Midweek feedback gets 40% better implementation • Regular feedback boosts engagement by 31% When I implement feedback systems in organizations, we use process confirmation: ↳ One process review monthly ↳ Clear documentation of correct execution ↳ Systematic improvement tracking The science-backed framework: ↳ Schedule feedback before lunch (peak brain receptivity) ↳ Target Tuesday-Thursday (avoid Monday blues) ↳ Keep specific issues to 5-10 minutes ↳ Document improvements systematically ↳ Follow up within 7 days This prevents the classic "waiting for annual review" problem. Instead, managers confirm processes regularly, catch issues early, and build trust through consistency. Start tomorrow: 1. Block 30 minutes before lunch for your next feedback session 2. Create a simple tracking template 3. Schedule one process review with each team member What's your biggest challenge with giving feedback? Reply below ⬇️ ___ 👋 Hi, I'm Sharon Grossman! I help organizations reduce turnover. ♻️ Repost to support your network. 🔔 Follow me for leadership, burnout, and retention strategies

I’ve been a senior leader for two decades now. I still ask for feedback. I’m also big of giving regular feedback to everyone I work with directly. Why? Because I’ve learnt that consistent feedback is the key to managing expectations. And managing expectations is critical to professional success at any level. Having regular touch points is valuable - so whether it’s speaking with the board, customers, team members, or external stakeholders, I make it a priority to communicate. How else will you know if you’re delivering on what you need to? If you’re not sure how to start communicating/seeking feedback… A good place to start is by building clarity on what’s expected of you by asking the right questions. 3 simple questions to check in using: → What role am I playing in the end goal of this project? → What’s required of me and when do you need it by? → Am I doing this right? Get comfortable at asking for feedback as it’s always an opportunity to improve!

One of my coaching clients recently discovered something counterintuitive that transformed her team's performance: the smaller the correction, the bigger the impact. For years, she’d only provided feedback around major issues. She would typically focus on these “big” conversations during quarterly reviews—but wasn’t seeing enough positive change. At my suggestion, rather than waiting, she began making continuous micro-adjustments through course-correction coaching. She decided to address everything that mattered, immediately and consistently. A comment in a meeting was slightly off-strategy? She’d mention it after the meeting. An email missed the mark? She’d have a quick conversation about it the same day. A decision that was good but could have been better? She’d provide immediate spot coaching. She found the results shocking. Not only did course-correction coaching prevent major problems, but it also caused her team to begin self-correcting, further reducing the need for her to intervene. Here’s the paradox my client discovered and mastered: the more frequently you course-correct, the less correction you need to provide. Many leaders hoard feedback, build a reservoir of notes and then deliver them all at once. But people don’t benefit from “feedback events!” Rather, they need a more constant flow. Follow my client’s lead and start making micro-adjustments through course-correction coaching today. Your team will appreciate the guidance and you’ll collectively achieve more.

I stopped performing annual reviews. 99% of the time they don’t increase actual performance.  Give me 2 minutes. I'll show you what I did instead: 👇 𝗦𝗵𝗶𝗳𝘁 𝗬𝗼𝘂𝗿 𝗠𝗶𝗻𝗱𝘀𝗲𝘁 • Break free from traditional annual reviews. • Be a year-round coach, not a once-a-year judge. • Continuous feedback, like a sports coach, is key. 𝗔𝗹𝗶𝗴𝗻 𝗚𝗼𝗮𝗹𝘀 • Avoid misalignment with clear, measurable goals. • Limit to 3 major goals. • Employees set personal goals aligning with these. • Focus: 80% on these goals, 20% on everything else. 𝗠𝗮𝘅𝗶𝗺𝗶𝘇𝗲 𝟭𝘅𝟭 𝗠𝗲𝗲𝘁𝗶𝗻𝗴𝘀 • Essential for ongoing feedback. • Ideal timing: 60 minutes every two weeks. • Discuss progress on top 3 goals. • Address blockers & celebrate successes. 𝗜𝗺𝗽𝗹𝗲𝗺𝗲𝗻𝘁 𝗤𝘂𝗮𝗿𝘁𝗲𝗿𝗹𝘆 𝗖𝗵𝗲𝗰𝗸-𝗜𝗻𝘀 • Extend a regular 1x1 to 90 minutes quarterly. • Explore the employee’s broader career aspirations. • Discuss quarterly performance. • Checkin on personal development (see next) 𝗘𝗺𝗽𝗵𝗮𝘀𝗶𝘇𝗲 𝗣𝗲𝗿𝘀𝗼𝗻𝗮𝗹 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁 • Traditional reviews list too many improvement areas. • Focus on ONE key area for yearly improvement. • Agree on the area together. • Review progress in quarterly sessions.    👇 𝗕𝗼𝗻𝘂𝘀 𝗧𝗶𝗽𝘀 For 𝗘𝗳𝗳𝗲𝗰𝘁𝗶𝘃𝗲 𝗣𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲 𝗠𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁: 1. Make every 1x1 a coaching opportunity. 2. Consistently give feedback or praise. 3. Avoid canceling 1x1s – they're crucial. 4. Repeated mistakes may indicate a poor fit. 5. Link bonuses to both company and individual goals (50/50 split). Ditch the bureaucracy and transform performance management into a tool for real feedback and personal growth! 📈 _____ Enjoy this? Repost to your network and follow me Scot Chisholm for more! 📌  P.S. I'm writing about how to delegate like a pro this Friday to all my newsletter subscribers. Sign up here: scotchisholm.com  

Struggling with endless meetings but seeing little progress? Let's cut through the noise with Real-Time Debriefs—a strategy that revolutionized my team’s productivity. 🕒 Forget about adding to your workload. This method is about leveraging the discussions you’re already having into moments of actionable insight. Quick debriefs post-interaction or meeting keep your team agile and forward-moving. Here's the tactical advantage: ✔Efficiency: Instantly capture and apply insights, eliminating the need for follow-up meetings. ✔Trust & Relationships: Foster a culture of trust with immediate, open feedback. ✔Problem-Solving: Tackle issues promptly, preventing them from escalating. Meeting Load: Dramatically cut down on unnecessary meetings, saving everyone time. This method has been a game-changer for us, respecting time differences and busy schedules, while ensuring our performance and teamwork stay sharp. Try this: After your next project or meeting, engage in a quick debrief. Share and solicit feedback immediately. Watch how it transforms team dynamics and efficiency. Real-Time Debriefs are more than a technique—they're about adopting a mindset of continuous, on-the-spot improvement. Dive in and see the difference it makes. #RealTimeDebrief #ProductivityHack #TeamDynamics #Gladtobehere #Leadership

96% of employees value regular feedback. Yet only 30% receive it consistently. In leading teams and coaching managers, I see this trip leaders up all the time. Most feedback fails. Because: • It comes too late • It’s too vague • It feels like an attack If you want better team feedback, make it a system, not an event. Here’s how: 1. Use the SBI Framework – Situation → Behavior → Impact keeps feedback clear and grounded. 2. The 48-Hour Rule – Timely feedback feels more caring and lands better. 3. Power Questions for Your 1:1s – Ask things like “What could I have done better today?” to build trust. 4. Make Feedback Normal – Build it into team rituals like retros and pulse checks. 5. Lead by Example – Share your own feedback and growth moments first. 6. Avoid These Feedback Traps – Don’t be vague, only negative, or skip follow-up. Consistent feedback builds trust. And trust builds high-performing teams. 💾 Save this guide for your next 1:1. ♻️ Reshare to help others give better feedback. ➕ Follow me, Melody Olson, for Leadership & Career Insights.

Feedback isn’t a formality. It’s a tool. 𝗕𝗨𝗧 only if you know how to use it. I’ve seen too many leaders treat feedback sessions as a box to check, missing valuable opportunities for real insights. Vague questions stall growth, while the right questions demonstrate accountability. Why Vague Questions Fail: - “How am I doing?” leads to surface-level feedback. - Lack of clarity wastes time and stalls progress. 5 Steps to Get Actionable Feedback in 1:1s: 1️⃣ Focus on One Key Area at a Time ↳ Specific focus yields sharper, useful insights. ↳ Prioritize one topic to drive meaningful growth. 2️⃣ Ask for Concrete Examples ↳ Real examples make feedback actionable. ↳ Details pinpoint where adjustments are needed. 3️⃣ Take Notes and Act ↳ Documented feedback shows commitment. ↳ Acting on it builds trust and accountability. 4️⃣ Align Feedback with Team Challenges ↳ Discuss how team dynamics influence results. ↳ Insights expose areas needing immediate action. 5️⃣ Review Strategic Priorities Together ↳ Ensure goals align with company objectives. ↳ Focus on what truly drives impactful decisions. The Key Takeaway: Don’t be defensive - feedback is a tool, not a critique. A manager offering feedback is doing their job. The right questions turn feedback into a powerful leadership advantage. #BuildingLeaders #Manufacturing 👉 What’s a practical question leaders can ask in 1:1s? Tell me below!

𝗘𝘃𝗲𝗿 𝗹𝗲𝗳𝘁 𝗮 𝟭:𝟭 𝗺𝗲𝗲𝘁𝗶𝗻𝗴 𝗳𝗲𝗲𝗹𝗶𝗻𝗴 𝗹𝗶𝗸𝗲 𝘆𝗼𝘂'𝘃𝗲 𝗷𝘂𝘀𝘁 𝗿𝗲𝗰𝗶𝘁𝗲𝗱 𝘆𝗼𝘂𝗿 𝘁𝗼-𝗱𝗼 𝗹𝗶𝘀𝘁? You're not alone. Let's transform these sessions from mundane task updates to meaningful career conversations that drive growth and engagement. 𝗧𝗵𝗲 𝗔𝗿𝘁 𝗼𝗳 𝗘𝗳𝗳𝗲𝗰𝘁𝗶𝘃𝗲 𝟭:𝟭 𝘀𝗲𝘀𝘀𝗶𝗼𝗻𝘀: 𝗕𝗲𝘆𝗼𝗻𝗱 𝘁𝗮𝘀𝗸 𝘂𝗽𝗱𝗮𝘁𝗲𝘀 As a professional who's experienced both sides of the managerial coin, I've come to realize the immense value of well-structured 1:1 sessions between managers and their direct reports. Unfortunately, I've also encountered my fair share of managers who viewed these precious moments as mere task update meetings, missing out on the true potential of these interactions. 𝙏𝙝𝙚 𝙥𝙤𝙬𝙚𝙧 𝙤𝙛 𝙨𝙢𝙖𝙡𝙡 𝙩𝙖𝙡𝙠 One often overlooked aspect of 1:1 sessions is the importance of small talk. Starting the meeting with a casual conversation about non-work topics can help reduce tension and create a more comfortable atmosphere. This simple act can open the door for more honest and productive discussions. 𝘾𝙡𝙚𝙖𝙧𝙞𝙣𝙜 𝙩𝙝𝙚 𝙖𝙞𝙧 An effective strategy I've learned is to begin by asking your manager what's at the top of their mind. This approach serves two purposes: it allows your boss to offload any pressing concerns, enabling them to be more present for your discussion, and it gives you valuable insight into their current priorities and challenges. 𝙎𝙚𝙩𝙩𝙞𝙣𝙜 𝙘𝙡𝙚𝙖𝙧 𝙜𝙤𝙖𝙡𝙨 Each 1:1 session should have a clear purpose. While flexibility is important, having a general theme or goal for the meeting can help guide the conversation and ensure that both parties get value from the interaction. Some key topics to consider include: ✅ Career development: Discuss your long-term aspirations and how your current role aligns with those goals. ✅ Performance: Review recent accomplishments and areas for improvement, focusing on constructive feedback and actionable steps. ✅ Goals and progress: Evaluate your progress towards set objectives and adjust strategies as needed. ✅ Employee engagement and satisfaction: Share your thoughts on your current work environment, team dynamics, and overall job satisfaction. ✅ Skill development: Identify areas where you'd like to grow and discuss potential learning opportunities or projects that could help you acquire new skills. If you find your 1:1s consistently devolving into task updates, don't be afraid to speak up. Suggest a new format or propose specific topics you'd like to discuss. Remember, these sessions are as much for your benefit as they are for your manager's. #CareerDevelopment #EffectiveManagement #1on1Meetings #EmployeeEngagement #ProfessionalGrowth #LeadershipSkills #WorkplaceCommunication

Here’s why the ‘Right’ feedback, given at the ‘Wrong’ time, can still fail your team👇 10+ years of managing teams taught me this: Feedback isn’t just about WHAT you say—it’s about WHEN you say it. Each team thrives on a different feedback style, and balancing high-frequency feedback with scheduled feedback is crucial for both individual growth and team success. Here’s what I’ve discovered about the two: 🎯 High-frequency feedback is immediate, informal, and tied to specific actions. It’s especially effective for teams like Marketing or Customer Success, where agility and responsiveness are critical. Frequent feedback: ✔️ Reinforces good behaviors in real time. ✔️ Enables quick course correction. Overusing it can: ❌ Overwhelm your team with constant interruptions. ❌ Feel like micromanagement if poorly timed. 🎯 Scheduled feedback is structured and reflective. It’s ideal for teams like Design and Product, where deep work and long-term results are the focus. Scheduled sessions: ✔️ Allow for thoughtful discussions on skill development and growth. ✔️ Help align team goals with strategic outcomes. But there’s a risk: Waiting too long to give feedback can mean missed opportunities to address key issues. So, how do you strike the balance? I blend both to create a feedback loop that nurtures growth and performance. Here’s my approach: → Adapt to individual preferences. Not everyone thrives on the same cadence of feedback. → Use high-frequency feedback to reinforce wins immediately, but reserve smaller missteps for scheduled reviews. → Always give constructive feedback in private—1:1 (preferred) or in small groups. What’s your strategy for balancing feedback styles? Would love to know your thoughts in the comments! #teammanagement #leadershipdevelopment #feedback #founder