Weeks go by. Someone’s late. Again. Someone’s rude. Again. But no one says a word.
Why?
Because the manager doesn’t know how, or they don’t want to mess things up.
But Silence Costs You.
It tells the employee, “Keep doing what you’re doing.” It tells the team, “Standards don’t matter.” And it tells you, “We’re going to lose good people.”
A cement plant supervisor told us: “I’d see problems but kept thinking, ‘Maybe tomorrow will be better.’ Meanwhile, my best workers were getting frustrated watching me do nothing.”
Here’s What to Fix:
Build manager confidence. Most managers know something is wrong, but they don’t want to start a fire. We show them how to have short, clear conversations that set the tone.
Teach “when” and “how.” Feedback works best when it’s fast. Not three weeks later. Not after it’s escalated. Right away. In the moment.
“Hey Tom, I noticed you were short with the customer earlier. What was going on there?” That’s it. Address it when it happens.
Make it normal. If feedback only happens when things are bad, it feels like punishment. But when managers are trained to give regular, balanced feedback, the temperature drops.
We also teach recognition… how to call out what’s working. Because praise is feedback too, and most managers aren’t using it nearly enough.
An oil and gas client said: “Our supervisors used to wait until they were fed up, then explode. Now they catch things early. Problems get solved instead of building up.”
Your managers don’t need to be therapists. They just need to say what’s true. Clearly. Quickly. And consistently.
If your managers wait weeks to give feedback, you’re not managing. You’re reacting. We’ll show them how to correct behavior in real time…without drama or delay.