1.
Constructive performance feedback is a two-way
communication delivered constructively between
two parties contributing to a positive outcome

2.
It points to the action of a person, and
is not a criticism of him

3.
Completely based upon observed behavior,
not on assumption

4.
It should be specific and descriptive

5.
Emphasize on sharing of information
from both parties

6.
Harmonious balance between positive and
negative comments

7.
Give at appropriate time

8.
Sharing feedback should be clear, concise
and specific

9.
Share positive thoughts first, followed
by the negatives

10.
It should be descriptive but not too broad so
as to make it “overloaded”

11.
Create your own feedback

12.
Provide examples

13.
State the purpose of your feedback

14.
Specifically explain what you have observed

15.
Express your reactions

16.
Give space to the other person to respond

17.
Be careful while giving advice

18.
Avoid “need to” phrases

19.
Give feedback face to face

20.
Don’t criticize employees in public

21.
Increases and maintains quality performance

22.
Boosts an employee’s self-confidence

23.
Constructive behavior is a tool which facilitates
employee’s personal and professional development

24.
Improving on any flaws

25.
Aids in learning new skills, thus improving
the learning curve

26.
Letting someone know the consequences
of his behavior

27.
A feeling of discomfort develops if too
much negativity is offered

28.
An employer might feel overloaded with surplus
information given in feedback

29.
Effective feedback involves the sharing of
information and observations. It does not
include advice unless you have permission or
advice was requested.
-Susan M. Heathfield