Feedback in Tiny Loops

Feedback gets heavy when we wait. I used to store it up for reviews. People got blindsided. I felt like a judge. Now I give feedback like I give directions—small, quick, useful.

The four-beat loop

• “I noticed __.”

• “The impact was __.”

• “Next time try __.”

• “I’ll support by __.”

Real examples

• Frontline coaching (private): “I noticed you turned away to grab cups while the customer was still talking. They had to repeat themselves. Next time, finish the eye contact before you turn. I’ll move the cup sleeves closer so it’s easier.”

• Office coaching: “In the deck, slides 4–7 repeated the same point. It made the meeting feel longer than it was. Next time, collapse into one slide with the numbers. I’ll get you last quarter’s template.”

Praise, properly

“Great job” is confetti. It floats away. Specific praise sticks: “You paused, restated the issue, and offered two choices. That defused the tension and kept the line moving. Keep doing that.”

Public vs. private

Praise in public; coach in private. People will remember where you said it, not just what you said. Public coaching humiliates. Private praise hides light under a basket. Flip them.

Avoid these traps

• Delay: feedback ages badly. Use it while it’s warm.

• Vagueness: “be more proactive” means nothing. Name behaviors.

• Stacking: don’t sandwich praise just to deliver a punch. It feels fake. Separate them.

When it’s bigger

Tiny loops don’t replace serious conversations. If it’s a pattern, escalate your clarity and your documentation. “By next Friday, we need __. I’ll check in Wednesday. If we can’t get there, we’ll explore other options.” Calm. Adult. Specific.

Make it a team sport

Invite peer feedback in tiny loops too. Teach the same four beats. Model it. If the manager can’t take feedback, no one will give it.

Do this for a month and you’ll notice fewer “performance surprises” and more small, steady improvements. Feedback becomes part of the work, not a separate event.