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.

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.

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.

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.

When one is struggling to give feedback to an employee, then, firstly, one must acknowledge that employee's respective strengths in order to build momentum. After this, areas of improvement of that employee with specific examples of improvement must be provided and for improvement, sufficient resources & support must be provided to that employee. Regular check-ins with that employee are required to maintain progress in that employee's performance & conduct.