How should feedback be structured for effectiveness?

Feedback should be structured to be specific and focused on behavior to ensure it is effective. This approach allows the individual receiving the feedback to understand exactly what actions or behaviors need to be addressed. When feedback is specific, it provides clear examples and details that help the recipient recognize their strengths and areas for improvement. It makes the feedback actionable, meaning the person can take concrete steps to enhance their performance or modify their behavior.

Specific feedback emphasizes observable behaviors rather than general traits or assumptions, making it more objective and easier for individuals to accept and act upon. This structure also fosters open communication and encourages a growth mindset, as individuals can see precisely what they are doing well or what needs adjustment.

Timeliness is an important factor, but feedback needs to be constructive rather than solely critical. Therefore, feedback that solely focuses on positive elements without addressing areas for growth misses an opportunity to help individuals develop in their roles. Similarly, general and vague feedback can lead to confusion, leaving recipients unsure of how to improve.