Following are the characteristics of performance feedback:
- It is specific instead of general.
- It takes into consideration the requirements of the recipient of the feedback.
- It emphasizes behavior instead of an individual.
- It entails the interchange/exchange of information instead of providing advice.
- It is solicited instead of imposed. Feedback is extremely beneficial when the recipient has designed the question which can be answered by the observer.
- It contains the quantity of information that can be utilized by the recipient instead of the quantity which the appraiser prefers to give. The ability of the individual to use the remarks in an effective manner decreases due to overloading on feedback.
- It is timely. Normally, providing instant feedback is very beneficial. Good feedback given at an unsuitable time may be more harmful than being beneficial.