Feedback is given in a variety of situations. Some examples are for performance reviews at work, soliciting behavior changes, and social interaction and parenting, to name a few. Feedback usually seeks a desired response which is sought by the one providing the feedback. The response could be verbal or behavioral.
Responses to feedback can be varied depending on how it was given and how it was received. Some factors that affect responses are tone (verbal or written), the message itself, and body language. Also if the the sender and receiver have a history of interactions on a regular or occasional basis, the quality of those interactions can also affect the current message and response.
Generally a message is always intended to solicit a response/feedback. So if a positive reaction or response is desired, the feedback needs to be given in such a way that:
It is given with genuine interest, care, and integrity.
It should not be just negative.
It can be both positive and negative.
It needs to be given in such a way that it provides an opportunity for improvement and response.
A consultant I used to retain for leadership meetings provided some of the advice above. She also reinforced the fact that when something goes awry in a relationship, organization or social situation, 90 percent of the time it can be traced to inappropriate, poor, inaccurate, or an absence of communications.
***** S&E *****
Success & Excess 