Here’s an approach to balancing both that puts the person seeking feedback in control: Set a time frame for deeper feedback that makes sense in your context. I recommend 120 days. On that interval, using software (e.g. Slackbot or Google Forms) or a team willing to facilitate, reach out to each member of your team, and ask them if they’d like feedback. If they say no, let it go. They’ll get another chance in a few months.
