Can feedback on performance be generalized without specific examples?

Feedback on performance should ideally include specific examples to be effective and constructive. Generalized feedback lacks the clarity and context needed to help the individual understand what aspects of their performance require improvement or reinforcement. Specific examples provide concrete references that illuminate exactly what behaviors or actions resulted in the performance outcome, making it easier for the individual to recognize patterns and areas for growth.

When feedback is too general, it can lead to confusion or misinterpretation, as the recipient may not know how to apply the feedback to their future performance. Specificity helps in setting clear expectations and encourages individuals to engage in targeted development efforts. Thus, for feedback to be actionable and beneficial, it requires detailed, contextual information that directly ties back to observed behaviors and outcomes.