According to CEB (now Gartner), annual reviews cost around $35 million per year for a 10,000‑employee company. That’s why companies like Gap, Adobe, and Accenture now favor regular feedback. But how do you do it well—and why does it matter? This article explains the benefits of ongoing feedback and how to implement it.

Why give feedback?

Feedback helps employees progress. Whether you’re their manager or not, share observations and suggestions:

• Progress: feedback combines recognition and concrete improvements.
• Reassurance: regular feedback shows whether they’re on the right track.
• Communication: it reduces unspoken issues and encourages open dialogue.
• Retention: people who trust managers to help them grow are more likely to stay.

How to give effective feedback

Prepare it. Structure matters.

Choose the right moment and place
You can give “in‑the‑moment” feedback—if prepared. Avoid public spaces; use a meeting room to build trust.

Bring arguments
Anchor feedback in emotions and data/facts. Both are incontestable and clarify the message.

Use the DESC framework

• Describe: objective facts and data
• Emotions: clearly express the impact
• Solutions: co‑create next steps
• Consequences: outline positive outcomes of the solution

Feedback vs annual reviews

Per Harvard Business Review’s “The Performance Management Revolution,” the focus is shifting from accountability to learning. Annual reviews tend to judge past behavior at the expense of improving current performance and preparing future talent—both essential for long‑term organizational survival.

Conclusion

Regular, well‑structured feedback is key to employee growth and company performance. Apply these practices to build a culture of effective feedback that benefits everyone. Feedback sustains personal and professional development—and your organization’s long‑term success.