Guideline of /Structure of feedback in communication
- Intension: More valuable asset if given with good intension
- Usefulness: Useful to improve performance. Avoid giving advice
- Description: Descriptive rather than evaluative
- Specificity: Specific information. Be specific rather than general. Focus on behavior not on personality
- Timeliness: Immediate feedback is better, better chance to know the corrective measure. Give feedback immediately as far as possible
- Readiness: Must be ready to receive it. Give feedback the other person is ready to accept it
- Clarity: Clearly understood by the receiver
- Validity : Must be reliable and valid. Adequate and correct feedback are essential for pursposeful communication.