Don’t Overwhelm Your Employees
Talk With The Video
Summary
- Giving feedback often is helpful, but keep it small and focused.
- It's better to give feedback one thing at a time, rather than overwhelming someone with too many areas to improve at once.
- In a quarterly review, focus on the most important feedback that will help the person improve most.
- Even if you have several feedback points, prioritize which one will make the biggest impact.
- Overloading someone with feedback can be counterproductive if they haven't had a chance to improve on the initial feedback yet.
Video
How To Take Action
I would suggest implementing small and frequent feedback sessions. Start by giving feedback on just one thing at a time. This keeps it easy to manage and doesn't overload the person you're helping—whether that's a team member or even yourself if you're working on personal growth.
A good way of doing this is during a quarterly review or regular check-in. Focus on the most critical feedback that will have the best impact. For instance, if there are three things you notice someone needs to improve, pick the one that will really make a difference. Work on that first before moving on to the next.
To be most effective, make sure the feedback is actionable. Instead of saying "be better at communication," try something more specific like "try summarizing key points at the end of each meeting." This helps the person understand what they need to do and how they can improve.
Remember, even if there are several areas to work on, tackling them all at once can backfire if the first issue isn’t resolved yet. By focusing on one thing at a time, you'll see better progress and less frustration.
