When to Schedule a One-on-One for Sensitive Feedback
Delivering sensitive feedback to a coworker requires thought, timing, and privacy. Choosing the right moment to schedule a one-on-one ensures your message is constructive rather than disruptive. This guide explores the best times and methods to approach private feedback conversations.
Why Timing Matters
Feedback is most effective when delivered thoughtfully. Giving it too soon after an issue may feel confrontational, while delaying it too long can make the feedback irrelevant. The goal is to provide corrective insight within a window where it can still guide future behavior.
Ideal Moments for Scheduling a One-on-One
- After a project milestone: Employees are more receptive after completing a task and can reflect without high stress levels.
- During regular check-ins: Incorporating feedback into standard one-on-one meetings normalizes constructive dialogue and avoids catching someone off guard.
- When emotions have settled: If an incident just occurred, allow cooling-off time before requesting a private meeting to prevent defensiveness.
- Ahead of goal-setting sessions: Align feedback with growth opportunities by scheduling right before performance or planning meetings.
How to Request the Meeting
Send a brief, respectful calendar invite labeled as a "One-on-One Discussion" rather than using terms like "feedback session" which may trigger anxiety. Provide context such as: "I'd like to connect privately to review recent work and share ideas on moving forward." This frames feedback as collaborative rather than punitive.