1. Make ‘pebbling’ a routine.
Feedback is essential for growth—but dumping it all at once can overwhelm, discourage, or confuse your team. Instead, try sprinkling feedback slowly. Think of it like watering a plant. Too much at once floods the roots; just enough keeps it thriving.
When feedback is given in smaller, timely doses, it becomes easier to absorb and apply. Your team has space to reflect, adjust, and improve without feeling attacked. It also keeps the conversation open and ongoing, rather than a once-a-year monologue that’s quickly forgotten.
Slow feedback also builds trust. It shows you’re paying attention regularly, not stockpiling complaints for a dramatic reveal. It shifts feedback from a “gotcha” moment to a tool for support and development. This approach is especially powerful in fast-moving environments where consistent small changes matter more than rare big ones.
The goal isn’t to avoid tough conversations—it’s to make them manageable and meaningful. So next time something needs to be said, don’t wait for the perfect moment or a performance review. Sprinkle it in gently and consistently. You’ll cultivate a team that listens, learns, and grows stronger every day.
Pro Tip: Chances are, employees (what I’d call civilians) are not as intense as you. Drip feedback slower than you’d drip coffee
2. Habitual and casual check-ins.
Why Habitual and Casual Check-Ins Matter More Than You Think
In a busy work environment, it’s easy to focus only on deadlines and performance metrics. But habitual and casual check-ins—those quick, informal conversations—are a powerful way to build stronger teams and prevent issues before they grow.
Regular check-ins, even if just a few minutes long, help you stay connected to your team’s workload, mindset, and morale. They show that you’re present, approachable, and genuinely care. These small moments create a foundation of trust, which makes it easier for team members to speak up when they need help or have ideas to share.
Casual doesn’t mean unimportant. A relaxed, “How’s everything going this week?” can uncover valuable insights that might never come up in a formal meeting. It also normalizes open communication, so feedback becomes part of the rhythm—not a surprise.
Over time, these conversations form a habit that keeps teams aligned and engaged. You don’t need to schedule a meeting every time; a quick chat over coffee or a message in a group chat can be just as impactful.
Consistency is the key. Make check-ins a habit, keep them casual, and watch your team’s communication and cohesion improve naturally.
3. Recognize positives publicly, coach challenges/concerns privately
One of the most effective leadership habits is also the simplest: recognize positives publicly, and coach challenges privately. Public praise boosts morale, reinforces good behavior, and sets a positive example for the whole team. It shows that you notice and appreciate hard work, and it gives others a model to follow.
On the flip side, discussing challenges or concerns should be done privately. Public criticism can embarrass or demoralize even the most capable team member. It often creates defensiveness rather than improvement. A private conversation, however, allows space for honesty, reflection, and growth—without fear of judgment from peers.
This balance helps build a culture of trust and respect. It encourages team members to take initiative, knowing their efforts will be acknowledged. At the same time, it ensures that mistakes or areas for improvement are addressed constructively and compassionately.
Leadership isn’t about being loud—it’s about being intentional. By celebrating wins in the open and handling concerns behind closed doors, you’ll earn deeper respect, encourage better performance, and create a healthier, more motivated workplace.