In a recent LinkedIn post, Ross Simmonds discusses the critical difference between how most professionals seek feedback and how top performers leverage it for continuous improvement. Simmonds argues that annual reviews are insufficient for true growth, advocating instead for the implementation of frequent, actionable feedback loops.
Shifting from Annual Reviews to Weekly Feedback
Simmonds highlights a common pitfall in professional development: the infrequent nature of feedback. He posits that waiting for a formal, annual review to solicit input is a missed opportunity for growth. Instead, he champions a proactive approach where feedback is integrated into the workflow on a much more regular basis. As Ross Simmonds notes:
Most people ask for feedback once a year.
Top performers build feedback loops weekly.
This stark contrast underscores Simmonds’ central thesis: the frequency and immediacy of feedback are key differentiators for high achievers. He suggests that this consistent intake of information allows for rapid course correction and incremental gains, which ultimately lead to more significant progress than sporadic, large-scale interventions.
Installing Actionable Feedback Loops
To facilitate this continuous improvement cycle, Simmonds provides a practical framework. He advises professionals to ask specific questions after completing major tasks. This structured approach ensures that feedback is not only solicited but is also targeted and useful for future endeavors. According to Ross Simmonds:
After every major task, ask:
• What’s one thing I should do differently next time?
• What would make this 10% better?
These questions are designed to elicit constructive criticism that can be immediately applied. Simmonds emphasizes that even small adjustments, when made consistently, can yield substantial results over time. In his view, this compounding effect of minor improvements is more powerful than grand, infrequent strategic shifts. He further elaborates on this principle:
Small corrections compound faster than big ambitions.
The core message is about embedding a culture of feedback into daily or weekly routines, rather than treating it as a perfunctory annual exercise. Simmonds encourages professionals to actively “install the loop” rather than waiting for a designated performance review period.
The Compounding Effect of Continuous Improvement
Ross Simmonds’ insights point towards a fundamental truth in skill development and professional growth: consistency trumps intensity. By fostering a habit of seeking and implementing feedback regularly, individuals can achieve a level of agility and refinement that is difficult to attain through less frequent methods. As Simmonds argues, the process of continually refining one’s work, even in small increments, builds momentum and accelerates progress far more effectively than relying solely on annual assessments.
The takeaway from Simmonds’ post is a clear call to action for professionals seeking to elevate their performance: make feedback an ongoing, integral part of your work process. This proactive and consistent engagement with constructive criticism is, in his estimation, a hallmark of top performers.
📝 About This Content
This article is based on insights shared by Ross Simmonds on LinkedIn.
📅 Originally posted on March 30, 2026 | View original post on LinkedIn →