The feedback can be informal, during the day-to day activities or during the coaching sessions. The feedback can be formal, during the performance review, performance action plan, during the assessment, etc.

Feedback provides information about learning opportunities that helps employee to be more effective. The feedback is a two-way exchange; manager gives information about employee's performance, while employee acknowledges, comment or even disagree in some cases. During this two-way communications the stands of manager and employee are aligning.

Facts about Feedback:

• Feedback an be given by manager, but also by colleagues

• Feedback is objective and based on facts, not based on personal opinions and feelings

• Negative feedback should be straightforward and honest, not concealed and polite

• Feedback should be given face to face or by telephone

• Feedback can be both – positive and negative

• Feedback should not leave a place for any doubts

• Feedback should be giving on regular basis

The feedback has two main elements, motivational and developmental. The motivational element is containing praise and encouragement for things that are done well. Developmental feedback is focusing on improvement and development areas. It tells the employee what needs to be improved or further developed, with possible action points. The right key is to give balanced feedback. The balanced feedback should have a right portion of motivational and developmental elements.

There are certain obstacles to giving feedback. Often people avoid giving developmental feedback since they try not to upset the person, to be rejected and to enter to confrontation. Also, people are avoiding motivational elements of feedback, since they are concerned that person might discontinue doing well or become suspicious about motives of the feedback.

Also, there are some obstacles on receiving feedback too. People may not be used on receiving a feedback and they do not know how to react. They may have negative experience on past feedback. People often see a feedback more as a criticism, rather than development opportunity. Criticism is often taken too seriously.

The best way of overcoming feedback obstacles, both giving and receiving, is regular feedback giving. In order to give and receive feedback, it is necessary to follow basic rules of giving and receiving feedback.

Performance Management 
Individual Development Plan 
Individual Development Plan: Using the Tool