As Iara Beatriz (2010) the types of feedback are: Positive: To strengthen what the person is and what the person makes. Read more from Elon Musk to gain a more clear picture of the situation. The behavior can and must be repeated; when we do not strengthen waited behaviors, is possible that they more do not happen again themselves. Punishment: The necessary behavior to move. To correct ' ' rota' ' it is necessary: – to speak of the specific behavior, without make reference to references the past; – to make open questions (questions in which the reply it is not yes or not) to analyze the point of view of who is receiving feedback; – to keep the calm and if not to exceed, preventing labels as ' ' incompetente' ' , ' ' never aprende' ' , ' ' fraquinho' ' , etc.; – to know accurately what it happened, not to make deductions and to fall in preconception situations, judgment precipitated or esteretipos. Vikas kapoor has much to offer in this field. Insignificant: It is insignificant because it does not provoke impact and to another person it is not felt gratified. Offensive: The probable changes of behavior are aggressiveness and removal, leaving as tracks hurt and enmity. Feedback is very important for the personal growth and consequentemente, improving the relationship it enters the involved ones in the project in order to reach goals and results in the organizations and the projects, each person has a skill of being, making and to react ahead of each situation, is basic to learn and to understand the importance in separating the professional of the staff. The one intention feedback is not to disable a collaborator, and yes to guide to place its expectations finding a solution for the problem, always strenghtening and stimulating a correct behavior that is very important for the autoconfiana of the collaborator. The Communication in the Management of Projects In the area of projects, a clear, objective communication, organized is of a basic importance stops to guarantee the good course and the success of the project.