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The term feedback is used to describe helpful information or criticism about prior action or behaviour from and individual to another, who can use the information to adjust and improve current and future actions and behaviours. Feedback should have following elements for its effectiveness – 1. Specificity: Feedbacks are more effective if they relate to a specific goal. A more general feedback proves less effective to objective feedback which is both tangible and powerful. 2. Timelines: A timely feedback should be given for best improvement. A late feedback may not be that effective. For example, if a student does not perform well in the tests, a timely feedback from the teachers would help him focus on the areas he is weak at. 3. Manner: Feedback should be given in a manner that best help improve performance. Most people respond to information presented in a positive way. Despite change in tone, feedback should be accurate and factual. It is often seen that a negative tone is not taken well or fall upon deaf ears. In the recent times, all the major companies have realised the importance of feedbacks and have been incorporating policies that require managers to give regular feedbacks to their employees and on the same time employees giving upward feedback to their managers. Feedbacks in academics is still new. Many schools are now adopting feedbacks from students about the course and teachers (in addition to the traditional teacher to student feedback). It is important that the feedbacks are taken with an open mind and that the receiver tries to improve based on the received inputs. Otherwise the whole objective of feedbacks fails.