Description

Year-end performance reviews often fail because feedback evaporates by February. This episode shows you how to deliver feedback that actually changes behavior—whether you've been doing one-on-ones all year or you're starting fresh in 2026.

What You'll Learn:

• How to own it when you haven't been present (the 10-second script that builds trust)
• The four steps for giving feedback when you've been MIA
• How to introduce one-on-ones without the awkwardness derailing you
• The three anchors of feedback that sticks: specific, future-focused, accountable
• Why 85% of employees consider quitting after an unfair review

Key Stats:

• 64% of employees say feedback quality needs improvement (Workleap, 2021)
• Only 1 in 5 get weekly feedback, but half of managers think they give it often (Gallup, 2024)
• Employees with regular manager input are 3.6x more motivated (Gallup, 2022)
• Continuous feedback = 31% lower turnover (ClearCompany, 2023)

Questions I'll address:

• How do I give feedback if I haven't been doing one-on-ones?
• How do I introduce one-on-ones without it being awkward?
• What makes feedback specific vs. vague?
• How often should managers give feedback?

Part of the Year-End Leadership Survival Guide - 4 episodes to finish 2025 strong

Perfect for: Middle managers facing year-end reviews who realize they haven't been as present as they should have been

Need help building a feedback culture in your organization? Colby works with leaders and teams through keynote speaking, executive coaching, and leadership training.

📧 linkedin.com/in/colbymorris | 🌐 nxtstepadvisors.com

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#TheThingsLeadersDo #PerformanceReviews #EmployeeFeedback #LeadershipDevelopment #MiddleManagement #OneOnOnes #ContinuousFeedback

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