Engaging Employees Through Continuous Feedback

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  

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

Hey leaders, how's your feedback game? Does every member of your team know where they stand in these areas? -Performance 📈 -Skills/Competencies 💡 -Individual and Team Goals 🎯 -Collaboration and Teamwork 👥 -Initiative and Innovation 💥 -Time Management ⏰ -Career Growth and Progression 🌱 Gallup found that employees who get regular feedback are 3.5 times more likely to be engaged at work than those who get it once a year or less. If you are waiting for mid/annual review time to give your team feedback you are missing the mark. ➡ High performers want meaningful feedback (more than just "keep up the good work"). ➡ Lower performers need meaningful feedback plus support, coaching, and accountability. Good feedback is timely, relevant, actionable, unbiased, and focused on behaviors (not personal traits). Ongoing feedback fosters growth, engagement, and a culture of continuous learning, which is directly connected to employee retention. Your team members should not only receive feedback but also have the opportunity to provide you with feedback. What's the best feedback you've received and how did it impact your career?