We’ve given it, received it, and possibly even hated it, but constructive feedback is essential for everyone in the workplace. It lets people know where they are and where to go next in terms of expectations and goals – yours, their own, and the organizations.
         The main objective of feedback is to provide guidance by supplying information that either supports effective behavior or guides someone back on track if they have veered off course. To do this, it is absolutely crucial to know not only how to give feedback but when.
Some clues that feedback is needed are when:

         • Someone is new to their position.
         • Someone is doing something new or different.
         • Their probationary period is over.
         • They haven’t had a review in at least a year. (Although we typically suggest every          six months.)
         • Someone asks how they are doing.
         • Someone has done a really great job.
         • Unresolved issues persist.
         • Mistakes happen again and again.
         • An employee’s performance doesn’t meet expectations.
         • They have work habits that disturb you.
Feedback can include:

         • A simple thank you.
         • Encouragment and support.
         • Recognition and possibly, though not necessarily, a reward.
         • Ways to improve.
         • Another perspective.
         • Following up on coaching discussions.
         • Providing specific performance tips.
         • Ongoing performance discussions.
         • Letting someone know the consequences of their behavior. (Both positive and          negative)