What is the role of feedback in the Performance Feedback process?

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Feedback in the Performance Feedback process should be timely, specific, and actionable to improve performance. It focuses on observable behaviors and outcomes, with concrete examples and clear next steps, so the individual knows exactly what to adjust and how to measure progress. It’s a two-way conversation designed to support development: the supervisor shares observations, the individual reflects, asks questions, and commits to a plan, with follow-up to monitor progress. Publicly criticizing someone is not how this works; it damages trust and motivation and offers little practical guidance. Regular, private feedback contrasts with end-of-year summaries, which are formal reviews; ongoing feedback is what drives continuous improvement. When delivered well, feedback helps reinforce strengths, close performance gaps, and build capability over time.