The behavioral approach to feedback is valuable when describing performance which needs to be improved, because the employee learns which specific behaviors to change rather than receiving general comments which don't give much information. Compare the following statements. This was not your best work. This project was completed three weeks later than you originally estimated and the result is that our client is thinking about bringing in an outside consultant next time. It also enlists his or her support in improving future performance.
Behavioral feedback is also valuable when giving feedback about successful performance.
Everyone on the team appreciates the way you facilitated this meeting. You identified the areas in which we were confused, you summarized to help us stay on track, and you maintained your neutrality. As a result, we were able to come to a decision today rather than haggling over details for another week. When feedback about successful performance is given in specific behavioral terms, the employee knows which behaviors to continue or repeat. Feedback about performance in need of improvement is best delivered in private to avoid embarrassment to the employee.