Ongoing Feedback

Provide timely, specific feedback that supports development, not just evaluate past performance. Emphasize observable behaviors and outcomes to guide improvements.

Implement regular check-ins, use structured prompts, and document progress over time. Use a mix of informal conversations and formal reviews to maintain a full picture of performance.

Pair feedback with development plans that include objectives, resources, and timelines. Align plans with career paths and opportunities for growth while ensuring equity across teams.

Document feedback conversations and decisions, communicate criteria used, and share expectations with employees to build trust and accountability.

Avoid vague language, personal attributions, or surprise feedback. Use specific examples and actionable next steps to improve fairness and motivation.