Generally, the best time for feedback is soon after a specific performance has occurred. However, if the feedback is focused on performance that was not successful, I recommend that the leader waits for a day or two for the employee to reflect on what happened and why.

As a leader, the more you commit to creating a development culture, the more continuous feedback you want to provide. Best practice organizations have now begun replacing the formal, yearly performance review with required monthly feedback and coaching sessions for each employee. This ensures no surprise feedback at yearend reviews and not waiting to address development needs.

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