Demonstrate how to give and receive feedback in a positive and constructive manner. Practice active listening to show that you value their perspectives. Begin feedback sessions by highlighting the team member's strengths and accomplishments. Let team members know that you are available to discuss feedback and provide support. Provide resources, such as books or workshops, to help team members develop their feedback skills. Encourage team members to reflect on their own performance and identify areas for improvement. Acknowledge that it can be difficult to receive feedback, especially if it's perceived as negative. Help team members understand that feedback is an opportunity to learn and grow.

Let's be honest, most people aren't very good at delivering feedback, so it's quite easy to see why the recipients would take it as criticism. Foundationally, you need to make feedback a cultural norm, it shouldn't be something that is only done when there is a problem to address. Make sure that both positive and negative feedback is given regularly. Additionally, as a leader, you need to ask for feedback from your team and respond in the way you expect your team to (i.e. positively). Most importantly, where appropriate you should act on it. The key to providing good feedback is to ensure it is timely, explain the situation the behaviour you witnessed (i.e. keep it factual), and the impact it had on you / the team / the organisation etc.

Two thoughts immediately appear in the mind with the word "Feedback", i.e. Job risk, career progression risk. But if these two risks are eliminated while providing a feedback, the team members would take it constructively. Setting improvement milestones along with rewards would encourage the team members to seek feedback n work towards performance improvement.

To help team members view feedback as constructive rather than critical, start by normalizing a culture of continuous growth. Present feedback sessions as opportunities for development and make it a habit to highlight strengths before addressing areas of improvement. Frame feedback with specific, actionable suggestions and explain how each input connects to their goals, emphasizing growth rather than correction. Encourage an open dialogue, where team members can ask questions and discuss concerns, helping them see feedback as a tool for success, not judgment. Recognizing small achievements along the way also builds receptiveness and positive momentum.

When any assigned task or project work is done then a feedback is required to analyze  the comments   helps you assess team members whereabout the light but if they are in step back thinking of feedback' s output is  criticism then you take into account that they dwell in dilemma, to overcome it, you can change their mindset to guide positive stuff , besides you can establishing SMART, SWOT and Urgent- Important tools that take the members in constructive atmosphere