Benefits of Providing Timely Feedback

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

Can we normalize saying “We suck at this”. When I worked at Netflix, the feedback was intense… from day 1 you were expected to give and receive feedback on nearly every aspect of your work and the way you showed up. While that could be overwhelming at first, I realized there were some huge benefits of this culture. 1) You knew where you stood: I never went to sleep wondering if there was someone I worked with that had feedback for me that I wasn’t getting… waiting for me to crash. 2) Feedback was a shortcut to getting good: Even if you are amazing at your function, you still need to understand the organizational nuances to really shine. If you are waiting for a yearly feedback cycle to adjust, you just wasted a year that you could have been more productive. The benefits of a team is shared knowledge and that can only happen with feedback. 3) A healthy feedback culture encourages everyone to get better at giving and receiving feedback. Why do most feedback cycles suck? Because people don’t practice it like any other skill. You have managers and peers that took an hour of training and are expected to be good at giving feedback. That is a setup for disaster. Feedback is a skill that needs to be deliberately practiced like anything else. My favorite tip for receiving feedback: You dont’t have to react to every piece of feedback you receive… Sometimes a “thanks for the feedback” will give you the time to contemplate the relevance, intent and content of the feedback. Then you can figure out what to do with it. On the other side, If you are giving feedback, don’t expect an immediate response. Give the person time to absorb. #hiring #techhiring #recruiting #techrecruiting #feedback #culture #leadership

Better feedback builds better teams. AI is helping us get there faster and more thoughtfully. AI is driving impact across the business, but one area where I’m especially seeing its value is in how it supports more effective coaching. For example, after a customer interaction, AI can surface key takeaways within seconds and flag areas for improvement, enabling managers to provide timely, specific, and actionable feedback. It’s also changing how leaders support long-term growth. With AI, managers can easily review months of performance data, spot patterns, track progress, and guide more meaningful development conversations. Even something as simple as a weekly performance snapshot can help leaders celebrate wins early and offer support when it matters most. As a longtime people leader and coach, I’m excited about how intelligent tools are changing how managers show up for their teams. When feedback is contextual, consistent, and focused on growth, everyone levels up faster. #AI #Leadership #Coaching

BE A FANATIC ABOUT RESPONSE TIME. Respond to questions and concerns quickly. This includes simply acknowledging that we got the question and we’re “on it,” as well as keeping those involved continuously updated on the status of outstanding issues. Close the loop when issues are completed.    If you’ve noticed, a lot of our fundamentals are about showing people you care about them. Whether it is providing politely blunt feedback or investing time and energy with someone, ultimately, it is about showing them you care. This fundamental aligns well with that concept. It is one thing to send a message to someone with a compliment… imagine waiting a week to do it. How much would be lost in the message simply due to timing.   In any business, time matters. It is extremely important to deliver messages, answers, and feedback in a timely manner. If a client ever provides feedback that they are concerned or have an issue, we must respond immediately. If there is bad news to share, we must share it immediately and appropriately.     A few years into Infinitive, we had our first real personnel issue. A client expressed a serious concern about one of our folks. It was a surprise to me and the person’s supervisor. The feedback did not align with what we had seen from the person. But that doesn’t matter. The feedback needed to be addressed. Literally within one hour, we were meeting with the Director of the project. We had met with the team member in question to understand their perspective and were in the Director’s office ready to address the concern. I will never forget her response, “Wow, this is amazing. Thank you.” And the next day she asked us if we had two more folks that we could put on the project. It blew us away. I was concerned we were going to lose the one person from the project and perhaps the whole project. Instead, we addressed the concern immediately and correctly and were able to grow the project.     So, the morale for that story is simple, do the right thing quickly in a tough situation and you can gain more respect than if nothing happened at all.   #Fundamental #DeepThoughtsByDen #ResponseTime #CEOInsights   

My 15 year old son and I were on a long drive this weekend, and we got to talking about life wisdom and some of the things I say often. He reminded me that I sound like a broken record when I tell him to surround himself with people who will always tell the truth and genuinely have his best interests at heart. It's a bit cliche, but I've learned firsthand that honest feedback, even when uncomfortable, is the most effective way to avoid big mistakes and continuously improve as individuals. I try to live this everyday and I've been really proud to watch my son internalize this advice. But the importance of feedback loops extends far beyond personal growth. Research consistently shows that strong feedback loops dramatically improve outcomes—across people, systems, processes, and entire organizations. A few of the stats I found: - Microsoft increased customer retention by 65% simply by swiftly acting on user feedback. - Surgical teams leveraging real-time feedback reduced complications by 36% and nearly halved mortality rates. - Companies systematically gathering customer feedback achieve innovation rates 36% higher than their peers. - Immediate feedback in manufacturing settings boosted productivity by over 10%, doubling the benefits seen from delayed feedback. Why is feedback so powerful? Because it reveals precisely what needs attention, helping one identify and focus on solving real issues rather than imagined ones. If you desire lasting success personally and professionally, create a genuine feedback loop and listen deeply.

Want to improve your business?  Just ask. Seeking and acting on feedback is crucial  for continuous improvement. I remember a time when feedback from clients  highlighted an issue with our response times. Taking this to heart, I streamlined our processes,  which significantly improved our service speed  and customer satisfaction. This experience taught me the great  value of feedback. I also ensure that my employees feel heard by  encouraging them to share their thoughts and  ideas during our weekly meetings. This open communication fosters a collaborative  environment where everyone feels  valued and engaged. By listening to my team, I've been able to make  adjustments that not only enhance our operations  but also boost morale and productivity. Here are a few tips on collecting and  implementing feedback: 𝗔𝘀𝗸 𝗥𝗲𝗴𝘂𝗹𝗮𝗿𝗹𝘆:  Don't wait for annual reviews. Gather feedback  frequently through surveys, meetings,  and casual conversations. 𝗔𝗰𝘁 𝗤𝘂𝗶𝗰𝗸𝗹𝘆:  Show that you value feedback by implementing  changes promptly. This builds trust and encourages  more honest input. 𝗖𝗹𝗼𝘀𝗲 𝘁𝗵𝗲 𝗟𝗼𝗼𝗽:  Always follow up with those who provided feedback.  Let them know what changes were made  as a result of their input. 𝗖𝗿𝗲𝗮𝘁𝗲 𝗮 𝗦𝗮𝗳𝗲 𝗘𝗻𝘃𝗶𝗿𝗼𝗻𝗺𝗲𝗻𝘁:  Ensure that both clients and employees feel  comfortable giving honest feedback without  fear of repercussions. Investing in a feedback culture is essential  because it leads to continuous improvement,  better service quality, and a more  engaged workforce. Listening to and acting on feedback can transform  challenges into opportunities for growth. What’s the best piece of feedback you’ve ever received?  ____ #business #leadership