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My view is that feedback, especially negative feedback, should be timely.

If an employee 'discovers' negative feedback at performance review time it is not good, and the person may get the additional feeling that their manager withheld telling them in time only to 'frame' them on record at review time (I say that because I was on the receiving end once).

So I think that negative feedback in formal performance reviews is particularly sensitive.

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I completely agree. From my perspective there's the day to day operational kind of feedback: "X, your latest change broke production the 2nd time this week, let's see what we can do to prevent that". This needs to be addressed as part of the daily work. Business as usual for someone leading/managing a team.

And then there is the periodic performance review were we want to take a high-level look at changes in impact, outcomes, behavior over longer periods of time.

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