Most managers would agree that feedback is important and that the FAST (frequent, accurate, specific, and timely) factors should be present. In fact, most managers insist that they already provide such feedback to those they supervise. However, our interviews with workers indicate that workplace feedback is often missing some or all of the FAST factors.

Here are the seven most common complaints employees have about the feedback they receive from managers:
1. Not enough feedback (no guidance)
2. Too much feedback (micromanagement)
3. Too much negative feedback, not enough positive
4. Misinformed feedback
5. Vague
6. Rushed
7. Delayed

Make your feedback FAST:

(F)requent:
Build feedback into routine meetings or memos and attach feedback to every work in progress or final result you review. Create a standard process to help employees request feedback and for managers to give it.

(A)ccurate:
Before coaching an employee in any process or answering a question, always double check your facts. Strive for accuracy when reviewing employees work so that rewards are tied to each employee's true performance.

(S)pecific:
Feedback should always point to concrete action steps, and should set clear goals and deadlines for revision or further progress. If the feedback is in response to a question, the answer should always contain enough detail to empower a next move.

(T)imely:
Feedback loses impact over time. Employees learn best from feedback they can relate to a recent experience, that is still relevant to their current work, and that can be applied in a way that provides reinforcement. Feedback should be timely, but don't sacrifice accuracy. Always take a moment to reflect.