Most employees get performance feedback twice a year, missing daily opportunities to course-correct.

Vague feedback requests get vague results; specific asks with clear context produce better outcomes.

Immediate feedback reinforces what is working just as powerfully as it corrects what is not.

When I was in high school, I was a competitive public speaker. (Yes, that’s a real thing.) I spent every single day after school practicing the art and science of effective oratory. I spent my weekends traveling around the country participating in speaking competitions. I even spent every summer at speech camp (which is also a real thing). My senior year of high school, I won a national championship title. And while I am sure I had some natural talent for speaking and performing–-along with a fierce competitive streak—that contributed to my success, there was one thing I did that made me much better must faster: I got feedback in the moment.

The moment I got a word wrong or an inflection incorrect, my coaches and my teammates would point it out right away. While this might sound annoying—which it sometimes was—it was also exactly what I needed to see my missteps and make the fix right away. And because I wanted to get better faster, I asked for this level of intervention. I needed my feedback providers to “catch me in the act,” which allowed me to “clean up........

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