The era of the single annual review, seen as a judgment or a mere formality, is drawing to a close. In Africa, where the need for more human-centered management and the search for meaning are strong, employees expect more regular and constructive exchanges.
Continuous feedback is the key to 2026 performance. It transforms the manager from a “judge” to a “coach,” a vital role for mobilizing teams in an increasingly hybrid work context.
Practices to adopt:
- Quick “Check-in” Rituals: Replace long meetings with short, frequent check-ins (weekly or bi-weekly) of 15 minutes, focused on: “What have you achieved since our last exchange?” and “What support do you need for the week ahead?”
- Emotional Intelligence (EI) Training: For managers to give feedback that motivates rather than demotivates, they must master EI. This is the top competency priority for 2026 to anticipate early warning signs (burnout, disengagement) and support authentic leadership.
- Constructive Feedback Frameworks: Provide your managers with simple models (like the FEED method: Facts, Effect, Ear, Development) to ensure the exchange remains factual, future-oriented, and focused on employee development.
You can learn more by contacting us at: contact@talent2africa.com