A study investigated the process of giving interpersonal feedback in two continuing human relations groups to determine (1) the proportion of feedback perceived as useful for personal and interpersonal development, (2) the relationship between giving feedback that is perceived as useful and receiving that feedback, and (3) the relationship between measures of self-actualization/ extroversion/neuroticism and the giving of feedback perceived to be useful. Subjects, 33 members of two different university human relations groups, met in their groups three times a week over a seven-week period. During the first group meeting, each subject completed personality inventories, measuring extroversion-introversion and neuroticism. During each of the remaining sessions, a facilitator gathered data using an interpersonal feedback form especially prepared for the study consisting of six sets of scales that rated feedback as either beneficial or harmful, useful or useless, or valuable or worthless. Throughout the study, they also completed weekend reflection forms, with similar scales, to gauge whether their evaluations had changed with reflection. Results showed that approximately 90% of the received feedback was perceived as beneficial, useful, and valuable. There was a positive relationship between the giving and receiving of useful feedback, and extroversion, neuroticism, and self-actualization scores were not found to be related to the giving of useful feedback. (FL)