A leasing associate who did not know she was underselling the community for four months, because no one told her.
Withheld feedback is not kindness; it’s rather negligence.
The leader who avoids giving corrective feedback believes they are protecting the relationship. They are actually allowing a performance gap to widen until the only conversation available is a formal one, which is far more damaging than the early one they avoided.
Timely, specific, and behavior-focused feedback is the main way team members can grow. Leaders who withhold this feedback are shortchanging both the team member—who misses the chance to develop—and themselves, as they lose the opportunity to practice providing constructive criticism.
In multifamily operations where every team member is client-facing and every interaction either builds or erodes resident trust, the cost of a feedback gap is massive.
Four months. She was underselling the community every single day. She did not know. When someone finally told her specifically and directly, she changed in a week. Four months of lease conversion, gone. Give the feedback early. Always.
Feedback withheld is a debt owed to the person who trusted you to help them grow. — Mike Brewer
Identify one piece of specific, constructive feedback you have been holding back from someone on your team and deliver it before this week ends.