Feedback. I don't always like this word. Totally not its fault. I don't like this word when people use it as a "get out of jail card" to share information without thought to context, helpfulness, or sometimes just outright fairness in understanding the situation. It can be absolutely toxic when used passive aggressively.
The Performance Development Conversation Model, developed by Talent Lantern, helps managers and others to identify the most effective methods to share information towards an individual's positive and productive development. Every situation has unique variables that should be considered. Conversations should be just that: an information exchange between two parties, not a 'drop and run' event!