It is a communication that gives a staff member information about their performance with the aim of developing and/or enhancing that performance. The information provided is based on facts and must be something the staff member can do something about.

Constructive feedback provided skilfully opens the way to a relationship that is built on trust, honesty, and genuine concern, leading to personal learning and growth.

Constructive feedback supports individuals and departments by:
•Supporting ongoing learning and performance improvement
•Supporting staff members in their ongoing personal and professional
development
•Increasing self awareness
•Encouraging a positive workplace environment

Characteristics of constructive feedback include:
•It is descriptive rather than evaluative
•It is specific rather than general
•It focuses on the facts and/or behaviour rather than on the person
•It requires an awareness of the needs of both the receiver and the
giver of feedback.
•It is directed toward an issue or behaviour which the receiver can
do something about

Constructive feedback:
•is at the heart of a coaching relationship;
•is more likely to be effective if provided in a friendly, supportive
environment;
•should never be given in anger or be judgemental;
•should be presented as an opportunity for learning and development
rather than something threatening or intimidating
•is about learning and as such is an ongoing process