The Feedback Secret: Unlocking Real-Time Performance Improvement
Organizations often invest time and resources in training new supervisors to deliver formal performance feedback. This likely includes training on conducting annual performance reviews, implementing progressive discipline, drafting performance improvement plans, or creating detailed action plans. While these structured forms of feedback are crucial, they are only part of the equation for effective leadership.
What often gets overlooked in supervisor training is the importance of in-the-moment feedback. Unlike formal, planned, and documented feedback, in-the-moment feedback happens in real-time.
Why In-the-Moment Feedback Matters
In-the-moment feedback builds trust and strengthens relationships between supervisors and their team members. Employees receiving timely feedback are more likely to understand expectations, stay engaged, and feel confident in their roles. Without this immediate guidance, minor performance issues can go unnoticed or unaddressed until they escalate into more significant problems that require formal intervention.
Moreover, first-time supervisors may naturally possess some coaching skills, but providing effective in-the-moment feedback requires practice and training. Simply telling supervisors to be approachable and communicative is not enough.
A Simple Method for Getting Started
Most of the supervisors I have talked to say, “The hardest part of giving in-the-moment feedback is knowing how to start the conversation.”
One of the easiest ways for supervisors to begin an in-the-moment feedback conversation is by simply describing what they observed—without judgment or immediate feedback. This approach allows the team members to process the situation objectively before discussing potential improvements.
By beginning the conversation this way, supervisors create a neutral space for discussion, making it easier to transition into constructive feedback or coaching. It also allows employees to reflect on their actions and engage in a two-way conversation rather than feeling immediately evaluated.
How Organizations Can Bridge the Gap
Organizations should prepare new supervisors for both formal and in-the-moment feedback by:
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- Incorporate in-the-moment feedback training into leadership programs. Teach supervisors how to recognize teachable moments and provide timely, constructive input.
- Provide role-playing and scenario-based learning. Practicing real-world situations helps supervisors gain confidence in giving spontaneous feedback.
- Encourage a culture of continuous feedback. Reinforce the idea that feedback should be an ongoing dialogue rather than only during formal reviews.
Conclusion
Organizations must move beyond traditional performance feedback training and equip supervisors with the skills to engage in everyday coaching conversations. By focusing on in-the-moment feedback, organizations can foster a workplace culture that supports continuous improvement, strengthens supervisor-employee relationships, and ultimately leads to higher performance and job satisfaction. The more comfortable supervisors become offering timely, constructive feedback, the more successful their teams will be.
The Learning Lab @ Emmaus is now offering a training course called Fearless Leadership—Mastering In-the-Moment Feedback: A Leadership Essential. You can check out all the training courses offered at the Learning Lab by clicking the link below.