Closing the Loop: Follow Up After Feedback Was Given

You gave the feedback a fortnight ago, agreed some actions, and now you have to come back to it. Give it the original topic, the actions and where things stand. You get two scripts: one to recognise genuine progress, one to re-address the issue if nothing moved. For managers who give feedback once and never close the loop.

Two weeks ago I gave feedback to {EMPLOYEE_NAME} about {ORIGINAL_FEEDBACK_TOPIC}. The agreed actions at the time were: {AGREED_ACTIONS}. I now need to close the loop, either recognising progress or re-addressing the issue if the behaviour has not changed. The current situation is: {CURRENT_STATUS}. Help me plan this follow-up conversation. Provide a script for two scenarios: (1) the employee has made clear progress: how do I reinforce and embed the change? (2) the employee has not made meaningful change: how do I escalate the message without repeating myself, and what should I say about next steps? Keep both scripts concise, professional, and specific to the context.