I won't wait until a week before an annual review to let you know how you are doing (see 'no surprises'). Done well, feedback is constant because it helps you grow and deliver.

There are two sorts of feedback.

<aside> <img src="/icons/thumbs-up_green.svg" alt="/icons/thumbs-up_green.svg" width="40px" /> Endorsing

• Recognition of a job well done or outstanding performance.
• Nice (and important) to hear but hard to action. </aside>

<aside> <img src="/icons/compass_yellow.svg" alt="/icons/compass_yellow.svg" width="40px" /> Adjusting

• Not so nice to hear, but it is actionable.
• Always well-intended.
• Always forward-looking.
• Encourages a positive future outcome.
• Based on behaviours rather than personality. </aside>

I will try to deliver feedback as quickly as I can:

• It will take time to get into the flow.
• I will ask for permission before I give any feedback.
• I will always do it in private.

I encourage you to listen to feedback, rather than being offended or upset. Feel free to push back, but there's usually something behind the feedback that you should hear.

I like feedback too

Feel free to give me feedback, too—I need it and thrive on it. If I am screwing up (or doing something great), please don't sit on it. Tell me. I can use it to improve or keep doing good things.