These points are discussed in brief in the following paragraphs:

1. Clear:
Effective feedback is possible if the recipient understands the message communicated to
him/her properly.
It should be clear in two respects:
(i) The sender of the message can understand that the feedback is related to the message sent;
and
(ii) The meaning of the feedback should be clear.
The sender of the feedback should take care about it and ensure proper understanding of the
feedback by the receiver. Use of simple language for communication is highly necessary.
2. Well-timed:
Feedback may not be instant. It may require some time to get feedback. But much delayed
feedback may not be worthwhile or even may not serve any purpose at all. It should be made
within a reasonable time.
3. Specific:
In general, feedback, to be effective, should be particular or specific. A generalized response
or an ambiguous reply is of little value. To a specific question, specific answer should be
given. Sometimes general impression of a large section of people is necessary as feedback.
In that case, the communication should be designed in such a way that the people are
encouraged to give their general impression.
4. Bearing Right Attitude:
‘I’ attitude should be replaced by ‘We’ or ‘You’ attitude to get the co-operation of the person
with whom communication is being made. If the sender thinks that he/she is superior to the
recipient in every respect, it will be reflected in the message and the recipient will feel
embarrassed in giving a feedback. Therefore, such attitude should be avoided.
The recipient should also avoid the fault-finding attitude with the sender. If much of the time
is spent in finding fault with the subject-matter, presentation skill and similar matters related
to the message, the feedback process is sure to suffer. Therefore, both undermining attitude
of the sender and fault-finding attitude of the receiver should be avoided to make the
feedback effective.