Giving feedback soon after someone does something well, or not, is significantly more effective. Why?

Most leaders underestimate the effectiveness of skilful - and timely - feedback. It’s easy enough to tell someone they’ve done something well but less so if they haven’t.

While there’s more to giving feedback in the workplace than timing, doing it soon afterwards is the first step.

Psychology tells us that providing feedback soon after a person's actions is effective for several reasons:

1. Connection: Immediate feedback reinforces the connection between actions and outcomes in the mind of the individual.

   When feedback is closely tied to the action, it strengthens the association between behaviour and war happens as a result, making it more likely that the behaviour will be repeated or modified accordingly.

2. Memory and Recall: Prompt feedback capitalises on the individual's immediate memory and recall of the actions they have taken.

   By providing feedback soon after the action, the details of the behaviour are still fresh in the individual's mind, enhancing their ability to understand and internalise the feedback.

3. Emotional Impact: Immediate feedback has a stronger emotional impact. Positive feedback reinforces positive emotions associated with the action, while constructive, or redirective, feedback can help individuals understand the consequences of their actions more effectively when delivered promptly.

   Emotions play a significant role in learning and behaviour change, and timely feedback leverages this emotional connection to enhance its effectiveness.

4. Behaviour Change: Timely feedback is more likely to lead to behaviour change. When individuals receive feedback soon after their actions, they can make immediate adjustments to their behaviour, leading to more rapid improvement and adaptation.

5. Perceived Fairness: Providing feedback promptly contributes to a perception of fairness in the feedback process. When feedback is timely, individuals are more likely to view it as relevant and justified, enhancing their acceptance of the feedback and willingness to act on it.

   When a leader provides timely feedback consistently across their team it quickly becomes a norm and is less threatening to tea members which leaves them more open to learning and change.

6. Building Trust: Timely feedback builds trust between leaders and those they lead. When leaders provide feedback promptly, it demonstrates their attentiveness and commitment to supporting their people’s development, fostering a culture of trust and open communication.

Providing immediate feedback in the workplace capitalises on psychological principles related to reinforcement, memory, emotion, behavior change, perceived fairness, and trust.

These combine to make timely feedback a highly effective strategy for promoting learning, growth, and performance improvement.