By HLR Editorial Team · 15 September 2026 · 4 min read
Many performance processes concentrate a year of feedback into a single meeting. By then the moment to act has passed, and both sides are rating memory rather than results.
Small, regular and specific
A ten-minute check-in each week or fortnight is enough to cover what is going well, what is blocked and what matters most next. The aim is not paperwork. It is to make sure no one is surprised at review time.
Link individual goals to team results
People work harder on goals they can see in the wider picture. Show how each person's priorities connect to the team's objectives, and revisit them when the business changes.
Equip managers first
Most managers were never taught how to give feedback. Short practice sessions, a simple conversation guide and a way to share what works will do more than a new system.
What went well since we last spoke?
What is getting in the way?
What is the one thing that matters most this week?
