HR Myth #16 : “Gen Z are too sensitive and don’t want to work hard.”
Employee Perspective “Every time I ask questions or suggest an idea, they say I’m being difficult. When I draw a line between work and personal time, they say I’m not a team player. If I speak up about stress or burnout, they think I can’t handle pressure. So… are we not allowed wellness?” Gen Z isn’t afraid of hard work. We just want clarity, boundaries, purpose… not outdated systems and toxic expectations. We don’t believe in staying silent for the sake of hierarchy. We believe in meaningful work, mental health and fair treatment. And yes, we’re more likely to leave if none of those exist. That’s not “entitled.” That’s self-respect. Employer Perspective In many businesses, especially owner-led ones, there’s a strong culture of “grit.” Long hours = loyalty. Quiet compliance = good behavior. Struggle = badge of honor. So when younger hires start asking about work-life balance or expect psychological safety, many leaders take it personally. “They’re too soft.”“They just want easy money.” “They should be grateful they have a job.” 𝗕𝘂𝘁 𝗵𝗲𝗿𝗲’𝘀 𝘁𝗵𝗲 𝘁𝗿𝘂𝘁𝗵… ✅ Gen Z grew up in an era of uncertainty, information overload, global connectivity ✅ They don’t just want a healthy workplace, they expect one ✅ They’re not afraid to switch jobs to protect their mental health ✅ They value time, meaning, flexibility and leadership they can respect They may not respond to traditional pressure but they’re incredibly loyal to leaders who listen, guide and grow them. 💡Many Gen Z employees bring with them skills older generations are still catching up on Digital fluency Quick learning via self-teaching (YouTube, online courses, TikTok) Side hustle mentality, they think like owners > find a way to leverage this Global awareness and inclusivity So why are we trying to force them into outdated molds? If you’re leading a team or someone, ask yourself, Are we still measuring performance by hours instead of outcomes? Are we listening to feedback or dismissing it as whining? Are we building environments where young talent wants to stay? Or are we building a place where they count the days till they leave? Hey, 𝗚𝗲𝗻 𝗭 𝗶𝘀 𝗻𝗼𝘁 𝗮 𝘁𝗵𝗿𝗲𝗮𝘁, 𝗧𝗛𝗘𝗬’𝗿𝗲 𝘁𝗵𝗲 𝗳𝘂𝘁𝘂𝗿𝗲 𝗼𝗳 𝘆𝗼𝘂𝗿 𝘄𝗼𝗿𝗸𝗳𝗼𝗿𝗰𝗲. And if we fail to engage them now, we’ll lose them… not just to competitors… but to entire industries that do get it. 💥HR Takeaway: This generation; they want it real, authentic leadership, respectful culture, clear growth paths, space to thrive. You can either adapt, evolve or keep complaining “kids these days” while your competitor reaps your loss. And when the 💩 hits the fan >>> 𝗜 𝗧𝗢𝗟𝗗 𝗬𝗢𝗨 𝗦𝗢! I am Kevin Goh, Empowering People & Businesses | Building Modern HR for the Evolving Workplace This article originally appeared on LinkedIn by Kevin Goh – Director. You can read the full post here. Adapted and shared with permission.
HR Myth #15: “Let’s just copy a contract online ; no need to pay for HR templates.”
Employee Perspective “The contract looked fishy, the offer came in a simple Word doc no company logo, no letterhead” “Typos & clauses were general, like copied from somewhere.” “It stated work hours as 48/week but I thought Malaysia’s limit was 45 hours?” “Nothing about my probation, bonus, EPF or even how I’d get paid, when I asked for clarification, they just said, ‘This is our standard template, just sign it.” Employer Perspective “Why pay for something I can download for free?” Many businesses or HR teams think… “A contract is just paperwork, no need to complicate it, we found one online, good enough.” “If anything goes wrong, we’ll just sort it out with common sense.” Here’s what happens with generic, outdated contracts with Titanic Epic sized Icebergs! ⚠️ You accidentally break Malaysian labor law, Statutory Authorities come knocking 👩⚖️ You lose in court or tribunal on technicality 😡 Staff misunderstand their entitlements 🤦♂️ You risk disputes over salary, OT, termination, benefits The Truth : Contracts aren’t about formality they’re PROTECTION A solid, legally compliant employment contract ✅ Protects your business in case of disputes 📌 Sets the right expectations from day one 🛡️ Acts as evidence in case of legal claims 🤝 Builds trust with employees, shows you’re serious and transparent What businesses should include in a proper employment contract 1️⃣ Working hours, probation and leave entitlements Must follow the latest Employment Act at minimum, 45-hour workweek limit, annual leave, etc 2️⃣ Salary breakdown Basic salary, allowances, OT rates, bonus eligibility 3️⃣ Termination and resignation terms Notice period, dismissal procedures, and any non-compete clauses 4️⃣ Statutory obligations EPF, SOCSO, EIS, and compliance with EA 1955 (amended) 5️⃣ Customized clauses relevant to your business Confidentiality, remote work rules, training bonds, etc. A Real Example : I was asked to review an employment contract and obviously it was ChatGPT’d or downloaded somewhere. The clause on commissions was vague “Subject to management approval” no clarity, six months later, a dispute arose over RM8,000 in unpaid commissions. Fortunately, the employee was kind enough to discuss & the company made amends. If it went to the Labor Office, penalties, legal advice & the staff’s compensation would have cost more. Good thing is, they now use contracts prepared by a qualified HR consultant. Final Thought Contracts are not “just paperwork” they’re your first line of defense & your credibility. If you think compliance is expensive, try non-compliance. I am Kevin Goh, Empowering People & Businesses | Building Modern HR for the Evolving Workplace This article originally appeared on LinkedIn by Kevin Goh – Director. You can read the full post here. Adapted and shared with permission.
HR Myth #14: ” If they really want the job , they’ll follow up themselves.”
GHOSTING phenomenon Employee Perspective “I never heard back, pure silence” “I applied through the job portal, showed ‘Application Submitted’ no email, no call, nothing. Weeks passed.” “I even sent a follow-up, just asking if the role was still open. No reply. Silence.” “It wasn’t about rejection I just wanted closure. Some acknowledgment.” I felt invisible, told my friends, “Don’t bother applying there they ghost candidates.” Employer Perspective “We’re too busy to reply to everyone.” “We don’t have a recruitment team, replying takes too much time.” “If they really want it, they’ll follow up, we only contact shortlisted ones, the rest no need lah” Here’s the thing when you GHOST applicants Damage-Kill your employer brand Top talents may never apply again – stay away Rejected candidates become vocal critics on LinkedIn, on Glassdoor, everywhere You lose out on future-fit candidates who just hope for a better timing / role fit The Truth : Candidate experience starts before they’re hired. Even if you don’t select them, how you treat candidates says a lot about your company culture. What businesses can do improve candidate communication 1️⃣ Set up an auto-response Simple “Thank you for applying, we’ll contact shortlisted candidates within X days” is already respectful 2️⃣ Give realistic timelines If your hiring process takes 3 weeks, let them upfront, don’t leave them guessing 3️⃣ Send a polite rejection One-click email templates via JobStreet, LinkedIn, or Gmail can do this in bulk 4️⃣ Communicate interview outcomes Even a short WhatsApp message like “Thanks for attending, we’ve gone with another candidate” makes a huge difference 5️⃣ Leave the door open Let strong but unsuccessful candidates know you’ll keep them in view for future roles and mean it Real Example A firm I helped had 200+ applicants per job ad but never responded to non-shortlisted ones. They didn’t have time + didn’t understand the repercussions. Through time, applications declined, quality CVs dwindled. Then we… > Created a simple thank-you auto-reply, leverage HR Tech > Schedule 30 minutes weekly to send out status updates & rejection emails > Add kind message “Please stay connected for future roles” we created more goodwill, more referrals, better-quality applicants. Final Thought Not replying doesn’t just look unprofessional it looks disrespectful. You don’t need a big HR team to treat people like people. Simple process + HR Tech. Because today’s rejected applicant might be tomorrow’s best hire or even your future client. I am Kevin Goh, Empowering People & Businesses | Building Modern HR for the Evolving Workplace This article originally appeared on LinkedIn by Kevin Goh – Director. You can read the full post here. Adapted and shared with permission.
HR Myth #13: “Let’s hire fast, we can fix later if it doesn’t work out.”
Employee Perspective “I wasn’t ready and they weren’t either.” “Applied, got called in the next day, interview lasted 15 minutes” “By the end of the week, I was hired. No JD, no intro, just ‘start ASAP’.” “There was no briefing, no clear expectations, manager kept saying, ‘Just figure it out.’” “Within a month, I was told I wasn’t performing and didn’t even know what the target was.” “I was thrown into the deep end and blamed for not swimming fast enough.” Guess what, I left and they started hiring again… just as quickly. Employer Perspective “We need someone now just get them in.” “We’re short-handed, can’t wait for the ‘perfect’ candidate.” “Anyone with experience should be able to do the job.” “If they don’t work out, we’ll just replace them.” This mindset leads to > A hire → fire → hire again cycle (fire means fire at work not termination) > Wasted recruitment costs (vicious cycle) > Lost time, lost productivity > Team morale drops every time a new person “doesn’t work out” The Truth : Hiring fast may fill a seat but hiring wrong creates a hole. The hidden cost of bad hires in any business > They frustrate your existing team > Managers waste time correcting avoidable mistakes > Spends more time, money, efforts rehiring than if you did it right the first time What businesses can do to balance speed and equality 1️⃣Define the job clearly before posting it, even a 1-page JD helps with clarity & expectations 2️⃣Focus on fit, not just skills & attitude, ask will this person thrive in our culture? Can they adapt to how we work? 3️⃣Test before you commit, give small task, case study or skills test before offering the job 4️⃣Involve the team, let future teammates meet the candidate they often spot red flags faster 5️⃣Onboard properly, even basic onboarding (welcome email, training plan, buddy system) increases new hire success by 50% I encountered this A software company rushed to hire a salesperson just before launching a new product. Didn’t check cultural fit & just grabbed someone with “good industry contacts.” Three months later 💥No sales 💥Clients were confused 💥Internal team was frustrated 💥Warning letters & PIP Wasted so much time & energy, had to let the probationer go, restarted the hiring I made sure a clear JD, better interview process & team involvement. The next hire stayed, is delivering results & built trust. Final Thought Fast hiring may ease short-term pain but poor hiring creates long tem damage. Don’t just fill the seat, fill with the right person. One wrong match can set the whole team back. I am Kevin Goh, Empowering People & Businesses | Building Modern HR for the Evolving Workplace This article originally appeared on LinkedIn by Kevin Goh – Director. You can read the full post here. Adapted and shared with permission.
HR Myth #12: “HR is just admin work… no need for a people strategy.”
Employee Perspective “I felt like a number, when I joined, HR handled my offer letter, payroll, then… no one checked in” “No talk about career planning, training, development and if you asked, they’d say, ‘We’ll see how things go’” “It’s like all HR did was timesheets or fill out leave forms.” “When conflicts happened between colleagues, no support, all swept under the rug” “And when someone left? No exit interview. No feedback. Just… silence” “How to contribute long-term? Felt like no one was thinking long-term” Employer Perspective “We don’t need full HR just someone to handle documents.” Very common in businesses that I engage with, saying “We’re not big enough for strategic HR” “Why spend on HR when it doesn’t bring direct revenue?” “As long as salary is paid and leave is tracked, we’re okay.” Here’s what often gets missed 👇 When HR is only seen or hired as admin 🧭There are no people direction 📉Turnover increases (and hiring is expensive!) 🚫Talent is underutilized 😤Problems fester no one handles workplace issues 🧠Managers get overloaded with tasks that aren’t their strength The Truth : HR doesn’t have to be a big department but it should have a big-picture view. Someone needs to ask “How are we growing our people?” “Are we hiring the right fit for our culture?” “Do we have a succession plan?” “What’s our retention strategy?” Businesses can shift from admin HR to strategic HR (without breaking the budget) 1️⃣ Plan basic TRAINING & development; Identify skills gaps Create internal learning sessions or online courses Start mentorship or buddy systems (PICK non-toxic mentors and buddies) 2️⃣ Make feedback a HABIT; 1-on-1 engagements Track trends, DON’T WAIT for resignations to learn what’s wrong 3️⃣ Align PEOPLE PLANS with BUSINESS GOALS, your vision, mission Are you hiring for future needs? Are you promoting internally or always looking outside? 4️⃣ Use DATA & TECHNOLOGY even if it’s basic, it’s everywhere in your business; Track turnover, absenteeism, engagement. These numbers tell you what’s really happening Recently at a client’s They were losing junior staff every 6–9 months, saying “Young people just job-hop.” Then we dug deeper: – No growth plan – No check-ins – No sense of being valued or belonging What we did? We put in a light HR strategy – Simple development plans – Monthly team catch-ups – a career roadmap Today, Turnover dropped. Morale went up. Final Thought : – Admin HR keeps the lights on. – Strategic HR builds the future. Adapt & Evolve Even with just 10 people, you can build a people strategy and it doesn’t need to be fancy. It just needs to be human. I am Kevin Goh, Empowering People & Businesses | Building Modern HR for the Evolving Workplace This article originally appeared on LinkedIn by Kevin Goh – Director. You can read the full post here. Adapted and shared with permission.
HR Myth #11: “We can’t afford to train people, they might leave ; some left after being trained”
I hear this a lot. “Why invest in training? What if we train them and they leave?” “Better they learn on the job. Saves time and cost.” But here’s a powerful counter-question 💥 What if you don’t train them and they stay? ⏰🧨Real scenario from the fieldA growing business hired junior execs to support sales. No product training. No customer handling skills. Within 2 months:– Sales conversion dropped– Customer complaints increased– Staff confidence plummeted Instead of saving money, the company ended up losing revenue all because they skipped training. Training isn’t a cost, 𝗶𝘁’𝘀 𝗮𝗻 𝗶𝗻𝘃𝗲𝘀𝘁𝗺𝗲𝗻𝘁. Even basic training can lead to🚀Higher productivity😎More confident employees💬Better customer experience🔁Lower error rates❤️Stronger loyalty and retention The myth “If we train them, they’ll leave.” The truth If you don’t train them, they’ll either underperform or leave faster. Today especially GenZs value growth, if they don’t see it, SAYONARA baby! Think of training as a retention strategy. When you develop your people, they– Feel valued (motivated)– Become better at their job (effective)– See a future with your company (retention)– Contribute more effectively (increased efficiency)– Speak good about you (attract talents)In fact, many employees leave because they feel they’re stagnating not because of salary. What businesses can do (without breaking the bank or HRDF funds) 1. Use online learning platforms; Coursera, LinkedIn Learning, Udemy; affordable, flexible 2. Cross-train internally; Let staff shadow each other or rotate roles for broader skills, those who train learn themselves to be better too 3. Run monthly “Lunch & Learn” or “Teh-Tarik” sessions; 45-minute internal knowledge sharing cost = zero 4. Assign mentors; Senior staff guiding juniors = win-win 5. Focus on soft skills too; Communication, time management, customer handling; these make a huge difference Bonus tip : Keep it documented.Even simple checklists or SOPs can serve as mini “training modules” for:– Onboarding– Daily tasks– Crisis handling– Quality checks Build your internal knowledge base. It grows with you.Make sure you’re training those who wants to learn and grow, those who don’t, they’ll soon be gone. Here’s the bottom line:“What if they leave after we train them?”That’s fear talking. 💥”What if they stay because we trained them well?” That’s strategy. Businesses grow through people.And people grow through learning. Let’s stop using turnover as an excuse and start building stronger teams. 💪 I am Kevin Goh, Empowering People & Businesses | Building Modern HR for the Evolving Workplace#HRMythBusters #Leadership #FutureOfWork This article originally appeared on LinkedIn by Kevin Goh – Director. You can read the full post here. Adapted and shared with permission.
HR Myth #10: “Annual appraisals are enough”
Here’s a classic line I hear from bosses. Yesterday we talked about the need for Performance Reviews, which led to today’s, how much is enough? Employer’s Perspective “We review staff performance once a year during appraisal. That’s enough.” Not entirely correct. Annual reviews are outdated especially for small, fast-moving teams. Employee’s Perspective “I really don’t know what’s going on, I’m flying in pitch darkness” Let’s Be Honest How much can you accurately recall from 11 months ago? How useful is delayed feedback to your staff? If there is underperformance since March but only hears about it in December, you’ve lost 9 months of progress. Worst is, it can be construed as condonation to take action, which can also be ingrained as an accepted practice. Why annual reviews don’t work anymore – Feedback comes too late to correct anything – Employees feel anxious – Surprises lead to demotivation – No regular tracking of goals or growth – It becomes a tick-box exercise, not a conversation What businesses should do instead Move to a continuous feedback culture. This doesn’t mean adding more paperwork or systems. It means creating regular touchpoints to check in, realign and support your people. 💥Here’s what you can try 1️⃣ Monthly 1-on-1 check-ins; just 20–30 minutes per team member “What’s going well? What’s not? How can I support you?” 2️⃣ Quarterly reviews; Focus on results, behavior & development Shorter and more specific than the year-end review 3️⃣ Real-time feedback; Praise good work on the spot Give gentle correction when mistakes happen 4️⃣ Set & review short-term goals; Break big KPIs into monthly or quarterly chunks Keep everyone aligned and accountable Real story: An operations exec kept getting a “3/5” in the annual appraisal. Thought it meant OK. Boss thought barely acceptable. No one said anything all year. Result? Staff unmotivated Boss frustrated Eventually the ops exec left, felt unvalued; this could’ve been avoided with monthly check-ins and mid-year conversations. 💥Benefits of regular feedback 🚀Faster performance improvement 🤝Better manager-employee relationships 💬Higher engagement and job satisfaction 🔍Early detection of problems before they grow Remember, Feedback doesn’t have to be formal. It has to be frequent, focused, fair and documented. A quick WhatsApp note saying, “Great job with the proposal today it was clear and well-structured,” can do wonders. Annual reviews are a summary, not the main show. Don’t make your staff wait 12 months to know how they’re doing. Help them grow every week, every month, every quarter. That’s how you build a high-performing team. I am Kevin Goh, Empowering People & Businesses | Building Modern HR for the Evolving Workplace #HRMythBusters #Leadership #FutureOfWork This article originally appeared on LinkedIn by Kevin Goh – Director. You can read the full post here. Adapted and shared with permission.
HR Myth #9: “We don’t need performance reviews. We give feedback all the time.”
Employee Perspective “Am I doing ok or failing silently?” “I’ve been working here for over a year, show up early, stay back when needed, take initiative.” “But never had a formal review, the occasional ‘good job’ messages yes, where I stand?” “My colleague got promoted, what about me? Am I not good enough?” “Don’t know what my KPI is, don’t know how my boss measures success, don’t know if I’m underperforming or just being overlooked.” I want to grow but I’m flying blind. Employer Perspective “We don’t believe in rigid reviews.” “We give feedback daily why do we need formal reviews?” “I don’t want people to be scared of appraisals.’” “We’re a lean team no time for forms and ratings.” 💥𝗛𝗲𝗿𝗲’𝘀 𝘁𝗵𝗲 𝗿𝗲𝗮𝗹𝗶𝘁𝘆 Casual feedback ≠ performance management. When there’s no structure, these tend to & can happen 🌀Employees don’t know where they stand 📉Good performance goes unacknowledged 😤Poor performance is left unchecked until it explodes 🧭No direction = no growth HR will always be busy attending to legal challenges when things are unclear. The truth ? Even a basic review system brings clarity, fairness, focus. It’s not about paperwork, it’s about conversations with purpose. ✅ What businesses can do instead of rigid “corporate” appraisals 1️⃣ Set 6-month or annual review check-ins Keep it light but consistent Make it about development, not just evaluation 2️⃣ Define a few key goals Role-specific KPIs (not too many 3 to 5 is enough) Behavioral expectations (teamwork, attitude, etc.) 3️⃣ Use the 3-question method What’s going well? What’s not working? What do you want to improve or learn? 4️⃣ Document outcomes Even a simple summary by email helps track growth and ensures accountability. Some swore by using MOMs to manage this, depends, not all workplace culture can do this. A Real Example A business owner I worked with was frustrated by a team lead’s inconsistency. The truth to it, they had no record of expectations or past feedback. Once we started quarterly reviews, 1-to-1 coaching and engagement on monthly basis ⭐The team lead improved focus 👥Communication with the boss & team improved 🤟A promotion path became clearer based on real growth 𝗙𝗶𝗻𝗮𝗹 𝗧𝗵𝗼𝘂𝗴𝗵𝘁 Informal feedback is great but it can’t replace structured reflection, employees want to be “seen” They want to know: “Am I doing well?” “What’s next for me here?” “How can I grow?” A simple review process answers all of that + builds a TRUST culture. People stay where they’re developed, not just tolerated. I am Kevin Goh, Empowering People & Businesses | Building Modern HR for the Evolving Workplace #HRMythBusters #Leadership #FutureOfWork This article originally appeared on LinkedIn by Kevin Goh – Director. You can read the full post here. Adapted and shared with permission.
HR Myth #8: We hire based on Attitude. JD? “What’s that?Apa tuu?!”
Employee Perspective “I thought I was doing the right thing…” “During my interview, they said attitude more important, I’ll be trained on the rest” “I joined, had no idea what my actual role was, one day was doing sales support, the other day handling customer service, next, stock take.” “I asked what my KPI was, boss just said, ‘Just be proactive.’, huhh??” “Then, I got scolded for not following up with clients. No one told me that was part of my job!” “I wanted to do well but am totally lost. I gave up trying.” 😔A good attitude alone isn’t helpful if expectations are invisible. Employer Perspective “We want team players who can adapt!” “We value flexibility” “I want someone with the right mindset” “JD too rigid, small company, everyone does everything.” “Don’t have time to write fancy JDs and all that.” “It’s more important they fit the culture.” “Seng Mok Lah!” 💥Hey! While attitude is important, no JD creates bigger problems later 🤷Staff don’t know what’s expected 🧱Accountability becomes unclear 😤Miscommunication leads to friction, frustrations 📉Performance becomes hard to measure 🔁“Flexible” starts to feel like “chaotic” The solution isn’t to remove flexibility > it’s to create clarity. Even a simple 1-page JD provides a compass. ✅ What to include in a basic JD 1️⃣ Key responsibilities (5 – 7 bullets) 2️⃣ Main KPI or success indicators 3️⃣ Reporting line & collaboration relationships 4️⃣ Work schedule or shift expectations 5️⃣ Must-have skills vs nice-to-have A real case with a client. A fresh grad with great attitude was hired but no JD. Within 3 months, I started getting requests for PIP advice. I said “Wait a minute, let’s see what’s the root problem, no JD” Together, we setup a clear JD, add a tracker & periodic 1-to-1’s Within 2 weeks, performance improved, why? CLARITY. Frustrations at all angles, staff, manager, management, all subsided. Now the incumbent is thriving! and Happy all around! You see, the effects of creating simple JDs and performance trackers makes: ⭐New hires onboarded faster 🗣️Fewer repeated questions 🤝Managers give better feedback ❤️Employees felt more in control 𝗙𝗶𝗻𝗮𝗹 𝗧𝗵𝗼𝘂𝗴𝗵𝘁 👉Attitude gets them in the door. 👉Clear expectations help them succeed once they’re inside. Let’s stop expecting people to “figure it out” in silence. A JD; Job Description isn’t bureaucracy; it’s a basic art of respect and trust. I am Kevin Goh, Empowering People & Businesses | Building Modern HR for the Evolving Workplace #HRMythBusters #Leadership #FutureOfWork This article originally appeared on LinkedIn by Kevin Goh – Director. You can read the full post here. Adapted and shared with permission.
HR Myth #7: “Giving feedback means being too harsh better not say anything.”
Employee Perspective “Nobody tells me anything until it’s too late.”“No one ever told me there was a problem.” “Then suddenly, my boss pulled me in and said I wasn’t performing.”“But this is the first I’m hearing about it!” “I’ve been working hard, no one corrected me, guided me, or said what was wrong.”“They just waited until they were frustrated and now I’m being replaced.” 😟 I would’ve improved if someone had just told me what to fix. Employer Perspective “We don’t want to demotivate them so we keep quiet.”“If we point out what’s wrong, it’ll kill morale.” “I don’t want to hurt anyone’s feelings they might leave.”“They should already know the expectations” “We’ll wait for appraisal time or next warning letter.” But here’s what happens with less or ZERO feedback 🤐Small mistakes become big problems💣Unspoken frustration builds up❌Performance issues go unaddressed😔Good employees don’t grow, they stagnate or get blindsided 💡𝗧𝗵𝗲 𝘁𝗿𝘂𝘁𝗵? Feedback doesn’t have to be harsh, it just needs to be clear, timely, and respectful.The best teams don’t avoid feedback, they build a feedback culture. ✅Here’s my secret, proven doesn’t hurt, tried and tested for the last 30 years of my HR journey. 1️⃣ Don’t wait too long; Give feedback soon after the issue happens while it’s still relevant 2️⃣ Focus on behavior not personality; Say “I noticed you submitted the report late,”Not “You’re always irresponsible.” 3️⃣ Balance the message; Use the “Start-Stop-Continue” techniqueStart doing this, Stop doing that, Continue doing what’s working! 4️⃣ Make it about growth; Phrase feedback as a way to help them succeed, not punish them 5️⃣ Invite feedback; Make it two-way. “Here’s my feedback, now what feedback do you have for me?” 𝗔 𝗿𝗲𝗮𝗹 𝗲𝘅𝗮𝗺𝗽𝗹𝗲 One small team avoided giving feedback, why? “Everyone’s feelings are fragile, Glass Generation.” Deadlines kept slipping. Work quality dropped. Tension grew. No one addressed it. I advised, trained, guided the founders and leaders in simple feedback models.🔔Weekly check-ins plus 1-to-1 sessions💖Positive Reinforcement + constructive feedback2 months later…🫶Communications improved💥Mistakes decreased🤟Staff felt more supported not criticized 𝗙𝗶𝗻𝗮𝗹 𝗧𝗵𝗼𝘂𝗴𝗵𝘁 👉Feedback isn’t criticism, It’s coaching.👉Your best employees want to grow and they need direction & trajectory to do that. Saying nothing might feel safe but silence slowly breaks performance and trust. More coming next, stay tuned… I am Kevin Goh, Empowering People & Businesses | Building Modern HR for the Evolving Workplace#HRMythBusters #Leadership #FutureOfWork This article originally appeared on LinkedIn by Kevin Goh – Director. You can read the full post here. Adapted and shared with permission.