The primary goal of feedback should be to help the individual learn and improve. Frame your comments in a way that encourages development rather than simply evaluating past performance. Think “forward-looking” rather than solely “backward-looking.”

General feedback like “Good job” or “Needs improvement” isn’t helpful. Pinpoint the exact behaviors or actions you’re referencing and provide concrete suggestions on what they can do differently. The receiver should walk away knowing precisely what to continue or change.

Deliver feedback promptly after the event or behavior you’re addressing. This ensures it’s relevant and the details are still fresh in everyone’s mind. Also, provide the necessary context so the receiver understands the situation and your perspective.

Great feedback is a dialogue, not a one-way delivery. Create space for the individual to share their perspective, ask questions, and reflect on what you’ve said. This fosters understanding and makes them an active participant in their own development.

Approach the conversation with genuine care and a belief in the person’s potential. Even when delivering constructive criticism, your tone and intention should convey that you’re on their side and want to see them succeed. Start with what’s working well to build rapport.