> As far as negative feedback - yes, but isn't that what quarterly/bi-yearly/yearly reviews are for?

Absolutely not, no. The opposite of that. You never want to hear negative feedback for the first time at an annual review.

You don't want to be giving negative feedback every week, sure, but you do want to give feedback as close to the behavior as possible. Otherwise, you're just letting someone fuck up for months when they could be learning

The longer the period in between reviews the larger the gap can become between the manager and employees perception of the employees performance.

Personally I don’t think once a week is absolutely necessary but I tailored it to the employees. I let them choose a cadence with a maximum of once a week and a minimum of once a month and had a mixture of choices amongst my team.

Some people also want to feel heard, but I had to balance that out with my other responsibilities and couldn’t guarantee I could drop everything to talk, so I carve out the time on my calendar and also made it clear that we could drop the meeting that week if both parties felt it was unnecessary