Here's how you can provide specific and actionable feedback.

You have just described negative criticism vs. positive, constructive criticism. Negative criticism will never build any relationships. If you’re married or in relationship you know that!Constructive, positive, criticism on one’s performance will show you’re telling them their performance is below expected,but you’ll be supportive and ask them can you or a fellow employee help them? This shows you are non-biased and just fulfilling your responsibilities as a manager. Most times that I have had these conversations with employees ,And they know that you are supportive they almost all inherently admit, they have some weaknesses or they need help.fantastic! You don’t have to find another employee,and Hopefully, you can build upon this one!

When providing feedback, it's crucial to observe and reflect before commenting. Specific details make your feedback more credible and actionable. Instead of a vague "You’re not meeting expectations," try: "I've noticed that the last three reports were submitted past the deadline." This approach doesn't just highlight the issue—it offers concrete evidence to back up your feedback, making it easier for the recipient to understand and address the problem.

I agree that observing specific behaviors or work before providing feedback is crucial. Being detailed and gathering your thoughts ensures that your feedback is precise and credible. While it’s essential to be specific and evidence-based in your feedback, it’s equally important to balance negative observations with positive reinforcement to maintain a supportive and productive work environment.

Feedback without being observant looks like this, "GOOD JOB!", "WELL DONE!", "I APPRECIATE YOU!" Although these can be considered good feedback. They don't necessarily invoke the sense of accomplishment or awareness to the individual who receives it. Feedback when it is observed looks like this, "Great work in doing X task in Y timeline, which was not possible by Z teams", "Your job is complete, but are you aware of the IMPACT you had with Person A", "This makes things go smooth with client A and generate boat loads of revenue in this quarter"

To provide specific and actionable feedback, I follow several key principles. First, I focus on the behavior, not the person, to avoid defensiveness and keep the conversation productive. Next, I use concrete examples and data to support my points, ensuring the feedback is based on facts rather than opinions. I also make sure to be clear and direct, yet diplomatic, and always suggest actionable steps for improvement. Additionally, I lead with positive feedback to create a balanced approach, which helps maintain motivation. Finally, timing is crucial; I provide feedback promptly while the events are still fresh.

Embracing positivity in feedback can dramatically boost motivation. Start by acknowledging what's going well before addressing areas for improvement. This "sandwich" method offers a balanced perspective that's often more readily accepted. For example, you could say: "Your design work is visually stunning; if you could ensure the text aligns with our brand voice, it would be even more impactful." This approach not only recognizes strengths but also gently guides improvements.

Follow these three simple rules to deliver clear feedback: Be Specific and Constructive: Instead of vague comments like "Great job" or "Needs improvement," provide detailed feedback on what was done well and what could be better. Focus on the Work, Not the Person: Ensure your feedback is directed at the work itself, not the individual. This helps maintain a professional tone and encourages improvement without causing defensiveness. Offer Solutions: Along with identifying areas for improvement, suggest actionable solutions. If you're not clear how to action yourself, discuss with a peer, or even offer to have a conversation with the subject of the feedback. It can be a collaborative process.

When we clearly communicate areas for improvement, we eliminate guesswork and foster an environment of continuous growth. Instead of vaguely suggesting that work can improve, be specific: "Adding comparative analyses to your reports could expand our understanding of the market and strengthen our competitive strategies." Such specific and direct feedback facilitates understanding and action, leading to significant and tangible improvements.

The most IMPACTFUL way to provide FEEDBACK is to make it VERY DIRECT and PLAIN. Being ambiguous: "You are an excellent resource to our team and your past performances are great and exceeding our expectations, but recently your collaboration with our team is poor and I'd like you to improve on this." Being DIRECT: "Your collaboration with team needs improvement, and it is having a bad reputation now. Considering your past performances, I believe you can make this work as well!"

After identifying improvement areas, providing specific recommendations is crucial for actionable feedback. For example, if someone struggles with organizing tasks, instead of general advice, offer a tailored suggestion like, “Try adopting the Pomodoro Technique to structure your work sessions, which may enhance your focus and efficiency.” This approach does more than identify a shortfall; it equips individuals with tools and methods to excel, transforming feedback into a stepping stone for success.

By scheduling regular follow-up meetings, you not only track progress but also demonstrate a commitment to continuous development. Instead of a formal review, consider informal catch-ups to encourage open dialogue, such as: "Let’s grab a coffee in two weeks to chat about how you’re applying those new data analysis techniques we talked about." This casual approach fosters a supportive environment, making it clear that feedback is a collaborative and evolving journey.

Assuming the feedback provided was specific, focused on what impact it was designed to achieve, and genuine, one should always try to remain open and positive to the feedback that has been given. Try to remove emotion and ask questions to dig deeper and gain clarity if you are unsure. It is important that this is a two process so if you are the person that is providing feedback, make sure to ask that it is understood in a non patronizing way and be open to explain further if there is uncertainty. As clear and concise as possible to avoid any issues.

How to encourage dialogue while getting FEEDBACK is crucial skill to learn, most times the DIALOGUE won't happen, and we end up having a ONE-SIDED conversation. Let's breakdown how dialogue can be encouraged: You are receiving the feedback: - Ask for the past experience of the feedback provider to reinforce what they are seeing in YOU - Request permission to STOP them and CLEAR-UP any misunderstanding before it develops You are providing the feedback: - Take a moment of pause after providing your feedback to give them room to speak up, if they don't ask them how they FEEL after your feedback. - Give them an ANALOGY with a cultural aspect they are aware of in making them realize how important their work/task needs to be done.