Giving and asking for feedback regularly can make a big difference.

I was speaking to an ex-colleague after a tough annual performance review. He said, “I just wish I’d known earlier what I needed to work on. By the time I got the feedback, it felt too late to make any real changes.” His frustration wasn’t about the review itself—it was about the timing. He wanted to improve in real-time, not months after the fact. This made me realize how much more impactful feedback can be when it becomes a regular part of our work lives rather than a once-a-year event.

"In our upcoming book HeadStart: Unlock the Secrets to Career Success (releasing next week on Oct 21), Sunder Ramachandran and I discuss how to leverage feedback. In this post, let’s explore why making feedback a habit is so important, how it can transform the way we grow and lead, and offer practical tips on making continuous feedback a part of your routine."

Why the Annual Review Falls Short

Let’s be honest: the traditional annual review often falls flat. By the time feedback is given, the moment has passed, and it can feel outdated or even irrelevant. These reviews tend to focus on what went wrong, which can leave employees feeling deflated and disconnected.

As an employee, it’s frustrating to wait a full year for feedback that could have helped you months ago. As a manager, it often feels like a tedious exercise, filled with paperwork and ratings. And for senior leaders, getting candid feedback can feel impossible—people are often hesitant to speak openly.

Instead of looking at what happened in the past, frequent feedback focuses on the future, helping individuals make small, meaningful improvements in real time. It’s much more aligned with today’s fast-paced work environment.

Why Frequent Feedback Works

When it comes to improvement, the more immediate the feedback, the faster you can adjust and grow. Think about learning any new skill—like playing an instrument or perfecting a recipe. You wouldn’t wait a year to find out what you need to work on, would you? The same goes for the workplace.

Continuous feedback, much like agile methods in software development, allows for small, continuous tweaks rather than massive, overwhelming changes all at once. It’s better suited for today’s rapidly changing business landscape, allowing for minor adjustments that add up over time.

As Susan Peters, former SVP of HR at GE, noted when the company shifted to frequent feedback:

“The world isn’t really on an annual cycle anymore for anything… millennials are used to working and getting feedback that’s more frequent, faster, and mobile-enabled.”

This shift is particularly important for Millennials and Gen Z, who prioritize ongoing development and value regular feedback as a key part of their growth.

The Benefits of Continuous Feedback

Here’s why making feedback a habit can have a transformative impact on individuals and teams:

• Real-time improvement: Frequent feedback lets you course-correct as you go, rather than waiting until the annual review to discover issues that could have been fixed months ago.
• Boosting engagement: Gallup research shows that 80% of employees who received “meaningful feedback” in the past week were fully engaged at work. Regular check-ins show your team you’re invested in their growth, which drives engagement.
• Focusing on progress: A Harvard study found that “progress” is the top motivator for performance. Frequent feedback fuels this sense of progress, which in turn boosts motivation and performance.

As an article by Mesh highlights:

“Even more than its forward-looking aspect, it’s frequency that gives continuous feedback its performance-boosting power.”

The more often we feel we’re making progress, the more driven we are to succeed.

How to Build a Habit of Frequent Feedback

So, how do you actually make feedback a regular part of your work life? Whether you’re an employee, a manager, or a leader, there are actionable steps you can take.

For Employees: Ask for Feedback Regularly

Don’t wait for the annual performance review—take control of your own growth by proactively seeking feedback.

1. Ask for feedback on specific outputs.

After you complete a project, presentation, or meeting, ask your manager or teammates for their input. These short, informal conversations can provide immediate insights that you can act on right away.

2. Seek feedback on behaviors you’re working on.

If you’re trying to improve a certain behavior—like speaking up more in meetings or managing your time better—ask a trusted colleague to give you real-time feedback. They can give you a nudge or offer observations that help you adjust in the moment.

For Managers: Offer Continuous Feedback

Frequent feedback builds trust and creates an open environment where your team knows you’re invested in their growth, not just checking a box.

1. Balance the positives with constructive feedback.

While it’s important to address areas for improvement, don’t forget to highlight what your team members are doing well. Recognizing strengths and celebrating wins is key to professional development. As the saying goes, “Praise in public, censure in private.”

2. Set clear expectations with your team.

Before moving to more frequent feedback, have a conversation with your team about what good feedback looks like. Ask questions like: What type of feedback is most helpful to you? How often should we check in? What’s the best way to keep feedback constructive? Getting aligned ensures feedback becomes a productive and valued part of the team culture.

For Leaders: Ask for Honest Feedback

For leaders, getting honest, candid feedback can be tough, but it’s essential for personal and organizational growth.

1. Ask targeted questions.

Avoid asking broad, open-ended questions like “How am I doing?” Instead, try more specific ones like “What’s one thing I could do better?” or “How can I support you more effectively?” These questions invite more useful and actionable feedback.

2. Embrace discomfort.

Let’s face it—asking for feedback can feel awkward for both sides. But pushing through that discomfort is key to getting the input you need. As Kim Scott, Liz Fosslien, and Mollie West Duffy wrote in their HBR article:

“The other person is likely to feel uncomfortable. And you’re likely to feel uncomfortable because they’re uncomfortable… If you let the person off the hook, you’ll never get the feedback you need to succeed.”

Ask the question, and then let the silence do the work. You’ll often get the most valuable insights during those quiet moments.

3. Close the loop.

Once you’ve received feedback, make sure to follow up. Share the steps you’re taking in response to the feedback, whether it’s right away or after some reflection. If your team doesn’t hear back on their input, they may feel like it wasn’t valued and stop offering it altogether.

Making Feedback Part of Your Routine

In today’s fast-paced world, frequent feedback isn’t just a tool for improvement—it’s an opportunity to build stronger connections, foster growth, and inspire confidence in those around you. When feedback becomes a natural part of your routine, it stops feeling like an obligation and starts becoming a way to lift each other up. Whether you’re helping someone reach their potential or learning from those around you, the power of feedback lies in its ability to bring out the best in all of us. Don’t wait for the annual review—start the conversation now, and you’ll see how a little bit of feedback, given regularly, can make a world of difference for you and your team.