How to Give Performance Feedback That Helps Employees Grow
The piece advises managers to make feedback specific, balanced, and grounded in concrete examples. It emphasizes trust, collaborative goal setting, self-assessment, and frequent check-ins to support employee development. The article also cites employee demand for more regular feedback and links continuous feedback to productivity gains.
The article, published Oct 10, 2026, by Susan Thompson under Staffing, outlines seven methods for performance feedback. It recommends managers build trust, use clear illustrations, pair praise with constructive input, and set measurable objectives jointly with employees. It also encourages self-review and routine progress conversations.
The piece notes that 92 percent of workers want feedback more often than once yearly. It further reports that ongoing feedback systems can raise output by 13 percent. These details frame feedback as a development tool tied to engagement, communication, and organizational results.
If more managers adopt these practices, employees could experience clearer expectations, stronger trust, and greater ownership of development. Organizations may see improved engagement and productivity, though results likely depend on consistent implementation and manager skill. The approach may also shape workplace norms around frequent, two-way communication, potentially benefiting workers who currently receive only annual reviews. It could raise expectations for transparency, but may not resolve deeper structural issues.