How to Give Feedback That Actually Lands Before the Break
December is an extremely busy month of performance reviews and wrapping up discussions about development, but it is also one of the most difficult months to receive (and understand) feedback.
People are exhausted, emotions are at a high level, everyone is reflecting upon their year and trying to prepare for the coming year's pressures. This is when you need to deliver feedback carefully, clearly and intentionally.
So how do you ensure your feedback actually lands?
Start with timing. Don't wait for the final day before the break. Feedback delivered under pressure is rarely heard properly. Choose a moment where the person has space to reflect rather than react.
Provide specific behaviour-based feedback, not assumptions based on perception. Provide concrete evidence of the action(s), describe the result of the action, and relate it to the organisation's common objectives.
Focus on the future-growth opportunities instead of past faults. The recipient will feel much more open to receiving feedback that is designed to help grow and develop their capabilities. Let the recipient know that you believe in their potential and provide details regarding what assistance they may require to develop those capabilities.
Balance feedback with recognition. December is a time when people quietly wonder if their hard work mattered. When you acknowledge effort and improvement alongside areas for development, people leave the conversation feeling valued, not defeated.
Agree on a single, specific area of improvement. Large-scale development plans are typically best developed over time. So set small, simple behavioural expectations that the individual can achieve and bring into the new year.
Ultimately, the purpose of delivering feedback in December is not to fix or criticise an employee; it's to empower them to succeed in the new year. When feedback feels thoughtful, fair and human, your team will begin the new year with energy, motivation, and enthusiasm as opposed to exhaustion, frustration, and dejection.
If you want support developing feedback rhythms that build confidence and capability throughout the year, get in touch.