In feedback, the manager and the su

In feedback, the manager and the subordinate engage in dialogue about what distinguishes successful from unsuccessful performance, ie they talk about criteria and standards.
In feedback, the subordinate performance is done without grading consequences. In this sense, he or she is in a practice situation.
Feedback is done for two purposes that are different from the primary purpose of assessment:
It is done primarily to enhance the quality of subordinate performance – not to grade that performance
It also has the potential to help subordinates learn how to assess their own performance in the future