Continuous Feedback: When Too Much of A Good Thing Can Be Bad

Image of employees discussing work

Feedback is a good thing right?

It’s benefits are manifold.

  • Feedback help people get on the right track
  • It helps people improve themselves and the quality of their work
  • It points out problem areas or issues
  • It engenders loyalty among employees

Anybody who’s a part of the HR industry and worth their salt, recommends giving frequent and continuous feedback. (So do we at Engagedly, by the way.)

But lately we have been wondering, if there is an optimal feedback frequency? Obviously, when you give feedback, you want it to actually work. You want the receiver to take that feedback into account. However, there are a few factors that can prevent your feedback from being good, and move your feedback from the ‘valid and good’ category to the ‘useless and impractical’ category.

And of those factors have to do with how frequently you give feedback.

I Give Feedback Everyday –  Whoa. This is not a good approach. Unless the work hinges on being reviewed everyday, giving feedback everyday is only going to confuse a person and slow down the pace of work tremendously.

I Give Feedback Rarely – Definitely not a good approach at all. At least the first one shows that you care ( it is still damaging however). This one displays a marked lack of interest in the employee’s work and is extremely demoralising for the employee. And it most certainly doesn’t make you a cool boss or cool manager.

I Give Feedback As And When Necessary – This is what we at Engagedly deem the best approach. Giving feedback as and when is necessary means that more often than not, the feedback you give is valuable and timely. And as a result, it is more effective! So you could decide, you want to give feedback once a month or every few weeks. Or you could decide you can give feedback every time a task is done.  

What is your ideal feedback frequency? Is it different from the ones we have listed above? Share your thoughts with us in the comments section below!


Engagedly’s Feedback model makes giving and receiving feedback a breeze. To see how the module works, request a demo today!

Comments open

Leave a reply

You may use these HTML tags and attributes: <a href="" title=""> <abbr title=""> <acronym title=""> <b> <blockquote cite=""> <cite> <code> <del datetime=""> <em> <i> <q cite=""> <s> <strike> <strong>