Leaders need to abandon annual reviews in favor of the five coaching conversations that are scientifically shown to improve performance. Leaders should assess their current pe...

Employees are hungry for feedback from their leaders, managers and peers. They want to gain insights that advance their abilities and future potential. And more than ever, feedback is pivotal for engaging employees.

Meaningful feedback is frequent.

Managers who continually listen, ask questions, gain context and promote dialogue have progressed to a coaching mindset. These best-in-class managers use ongoing conversations to deliver energizing feedback that celebrates successes and calibrates performance.

Meaningful feedback is focused.

• Supports agility: Fast Feedback energizes employees and enables teams to make real-time, on-the-fly performance adjustments that create a competitive edge.
• Inspires excellence: Employees are 3.6 times more likely to strongly agree that they are mot...

Meaningful feedback is future-oriented.

The first action that leaders need to take is to transform managers into coaches. 

In a development-focused work culture, feedback isn't a one-way, top-down event. Individuals, managers and leaders should all give and receive feedback -- showing appreciation for one another's efforts through an honest, open, ongoing dialogue. Peer-to-peer feedback strengthens relationsh...