What is an effective cadence for giving performance feedback and why?

• A. Annual feedback only.
• B. Regular, timely feedback close to observed behavior, not just annual; increases relevance and improvement likelihood.
• C. Feedback only when a problem occurs.
• D. Feedback after the next quarterly review.

Answer: (B)

Giving feedback regularly and soon after you observe the behavior keeps it relevant and actionable. When feedback is timely, the details are fresh, mistakes or successes are clearly linked to what was done, and the person can adjust right away, increasing the chance of real improvement. If feedback only comes once a year or only after a problem surfaces, important details fade, opportunities to reinforce good habits are missed, and corrective actions are delayed. A steady cadence—brief, specific, and tied to observed performance—helps set clear expectations, reinforces what good performance looks like, and supports ongoing development. This approach also builds trust and keeps development moving forward rather than waiting for the next formal review.