Don’t wait for a annual review to call out areas of improvement. Bring attention to issues swiftly so the details are fresh in your minds. A day after an incident is the sweet spot; having a bit of time quells too-hot emotions & lets your prepare & be more thoughtful with your words. “In the moment, both parties will have a stronger, less helpful reaction,” says Jennifer Porter, managing partner of the Boda Group, a leadership-and team-development firm. Annual or quarterly reviews should cover goals & focus on future-looking feedback-for example, what someone needs to do more or less of to advance their career (“IF you were to become more proficient in data analytics. I can see your leaping to the next level”).