Timing is Everything When Giving Feedback!

By: Patty Prosser

Most of us have had a similar experience – you’re dealing with a difficult situation or may have just received some bad news on the home front, and your boss or a peer picks that moment to give you some feedback. Whether positive or negative, you’re unprepared to receive whatever they might share!

The effectiveness of any feedback hinges not only on “how” it is delivered but also on when it is provided. Timing plays a critical role in ensuring that feedback is received, understood, and acted upon in a meaningful way.

There are many important tips for “how” to give feedback. And we all understand the importance of the words we use, especially when we give praise or critical feedback. And, while we can’t know everything going on in someone’s world, being mindful of “timing” can be equally as important.

Here’s why the “when” is just as important as the “how” in giving feedback:

Emotional Readiness

Emotionally Charged Moments: Delivering feedback during a highly emotional moment (either positive or negative) can hinder the recipient’s ability to process it constructively. Waiting until emotions have stabilized can lead to a more rational and open reception.
Consideration of State: If the person is stressed, overwhelmed, or distracted, feedback might not be absorbed well. Choosing a time when the recipient is calm and focused can make the feedback more impactful.

Contextual Relevance

Relevance to Current Tasks: Feedback is most effective when it is relevant to what the person is currently working on or dealing with. This ensures that the feedback can be immediately applied, reinforcing learning and improvement.
Contextual Fit: Feedback given at a time when it aligns with the person’s immediate goals or challenges can drive better outcomes, as it feels more pertinent and actionable.

Immediacy and Relevance

Promptness: Providing feedback soon after the event or behavior in question ensures that the context is fresh in the recipient’s mind. This helps them to make a clear connection between their actions and the feedback, increasing the likelihood of understanding and retention.
Avoiding Delay: Delayed feedback can lose its impact because the recipient might not remember the specifics of the situation, making it harder to apply the feedback effectively.

Frequency and Consistency

Regular Check-Ins: Consistent, timely feedback helps to build a culture of continuous improvement. Rather than waiting for formal review periods, providing regular feedback can keep people on track and prevent small issues from becoming bigger problems.
Avoiding Overwhelm: While regular feedback is important, it’s also crucial not to overwhelm the recipient. Finding the right balance in timing prevents feedback from being seen as nitpicking or excessive.

Alignment with Learning and Development

Growth-Oriented Timing: Feedback given during moments of learning or growth can be particularly powerful. For instance, when someone is trying out a new skill, timely feedback can accelerate their development and help them course-correct effectively.
Strategic Opportunities: Sometimes, waiting for the right moment, such as after a project is completed or during a reflection period, can make the feedback more meaningful and impactful.

Feedback isn’t always easy to give or receive. However, “how” and “when” we give that feedback, paired with the words and tone of voice we use, can make all the difference in the world. The “when” of feedback is about ensuring that it is timely, relevant, and considerate of the recipient’s emotional and mental state. Coupled with the “how” – which includes clarity, constructiveness, and empathy – effective feedback can lead to significant personal and professional growth.

Patty Prosser is Co-Founder and Coaching Practice Leader at The Center for Leadership Excellence. For more information, please visit our website at www.cleindy.com or contact Patty at 317-727-6464 or pprosser@cciindy.com