Give Actionable Feedback Where It Matters

One of the quickest ways to
upset your team:

Give them feedback when it’s not relevant or topical anymore.

Think about it like this – your kid tells you they have an art project due tomorrow…

How do you feel about this?
↳ Unprepared, caught off guard, likely perturbed. 😩

That’s how your team feels when you save up feedback for the annual review.

(Pro Tip: Save it all in a folder for annual reflection, but that
shouldn’t be the 1st time they see it.)

Leaders effective at giving feedback:

🔄 Give it in real-time (As close to the event as possible)

📊 Use patterns & trends > knee-jerk reactions (that means at least 2 instances of something)

🔎 Focus on feedback related to essential traits (Ask yourself if you’re being unnecessarily nit-picky)

🖼️ Frame it as, “Consider this…” (To highlight their choice & opportunity)

🤓 Explain the “why” or what’s in it for them to implement

🧨 Make it actionable (immediately applicable)

😌 Deliver it using empathy & care


Steal this quick guide to focus on the areas that matter & make your feedback actionable to see real improvement. 🏆

Have open dialogues with them so they expect your feedback & are happy when they receive it because they know you’ve got their back. 🙌🏼