Negative feedback should be timely—ideally delivered as soon as the issue arises and within a constructive context. Avoid stockpiling issues for performance reviews. For example, if an employee consistently overlooks security protocols, it’s better to address it immediately: “You’ve skipped two-step verification three times last week. It’s a security risk—please ensure compliance moving forward.” In global EOR arrangements, frequent feedback cycles help align remote employees with your company’s standards. Periodic check-ins supported by data-driven insights create a feedback-rich culture that boosts performance while reducing friction and turnover.
