You can hardly expect that your feedback will be heard when you provide it like: "Six months ago you showed a really bad performance." Immediate feedback easily accepted and more helpful in eliminating problems.
2. Be specific
Avoid general statements like: "You are too negative." Such statements do not say anything about what and how a given emyployee should change. Be as specific as prssible with regard to the context of the situation.
3. Connect your feedback with a call to action
Specify a clear idea of improvement along with your criticism. A criticised employee needs to hear what you expect from him and what benefits it will mean for him. He also needs to see that you trust him.
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Article source Human Capital League - online community for workplace management professionals