In my experience, feedback thrives when it becomes a dialogue rooted in respect and potential. I never sugar-coat truths but frame them within a constructive narrative. Recognising the individual’s unique value first sets a foundation of trust. Then, I pivot to areas of growth, not as deficits but as steps toward mastery, ensuring each point is actionable and directly tied to their aspirations. By showing how feedback aligns with their goals, the message becomes empowering. The key? Make every word build, not break, because great leaders create progress, not resentment.

1. Start Positively: Acknowledge their strengths or efforts. 2. Be Specific and Constructive: Focus on behaviors, not personality, with clear examples. 3. Adopt a Collaborative Tone: Frame it as problem-solving and offer support. 4. Use the Feedback Sandwich: Start and end with positive remarks, with constructive feedback in between. 5. Focus on Growth: Highlight opportunities to improve and inspire confidence. This approach keeps the conversation respectful, encouraging, and solution-focused.

We should always Focus on Behavior, Not Personality as i always say. Start with praise, Highlight improvements, Recognise the progress, Provide Constructive Feedback. Be specific and objective. Focus on specific behaviors or actions that need improvement. Set clear expectations. Ensure the employee understands what's expected of them moving forward. Deliver Feedback with Empathy. We should Find a private setting where the employee feels comfortable and secure. Be approachable and open. Encourage the employee to ask questions and share their concern. Acknowledge the employee's hard work and dedication. In the last Follow Up and Follow through.

When giving feedback, focus on the positive aspects of the employee’s work first, then address areas for improvement with a constructive tone. Be specific about how they can improve and offer support or resources to help them grow. Ensure your feedback is about their actions, not their character, and emphasize your belief in their potential. Always encourage open communication, letting them know you're there to help, not criticize.

Reframe feedback as a growth opportunity! Emphasize potential, collaborate on a development plan, and use the "sandwich technique." Regularly check in, recognize effort, and celebrate successes. Focus on growth and positive reinforcement to make feedback motivating.

Feedback is an integral part of employee career development plan, meant to enhance the performance. Make him well settled & comfortable. Inform that the feedback is a two way purposeful process & needs his active involvement. Assure him that it is an objective process & without being prejudicial to the his self esteem. Advise him if he has any concerns, he is at liberty to express it. - Appreciate good performance & thank him. - Identify the weaknesses & improvement areas. - Give guidance how to improve further. - If he needs any support, discuss it threadbare. - Prepare an action plan. - At the end ask the employee how best he has understood & is convinced. - Obtain his confirmation.

These key strategies: Critique specific actions rather than personal traits. Structure feedback as Positive-Negative-Positive to soften criticism. Provide clear, actionable suggestions with concrete examples. Give feedback in a private, comfortable setting. Ask if the employee is ready to receive feedback. Invite questions and discussion to promote understanding. Check on their progress and acknowledge their efforts afterward.