1. Keep it regular – take time to give positive feedback regularly and consistently for work well done, then when you have to give negative feedback, it will be done in the context of a strong and positive relationship
2. Be open to walking in the other’s shoes – when a person is given feedback about a gap in their performance, then the vital skill is listening to their point of view with openness. From a relationship perspective, a person needs to be heard and understood rather than simply agreed with.
3. Clarify – ensure the receiver understands what you have said to them, encourage them to ask questions or discuss the feedback with you.
4. Be open to upward feedback – employees aren’t the only ones who can grow using information from feedback.
5. Put it in context – explain the how and why to the employee so they have a clear understanding of what you are talking about and how their behaviour is affecting you, them, the organisation and other staff.
6. Encourage a learning and coaching culture within the organisation – this approach enables the capacity to offer and receive feedback regularly and with less pain.