Is it ever too late to give feedback? At what point does delayed feedback lose its luster? Consider the Happy Birthday approach.

Avoid vague praise! Instead of blanket “good job,” give specific, actionable feedback to boost your team’s performance and motivation.

Discover how defining the purpose of feedback—reinforce, correct, or coach—can help you guide team performance effectively and clearly.

How should you seek understanding in your performance feedback conversations?

In an organization, communication should focus on what you are running towards, not what you are running away from.