I learned a number of valuable points of guidance in regards to giving 'constructive feedback'
How Do I Give Constructive Feedback Without De-Motivating Someone?
"How do I criticise someone's performance without de-motivating them or harming the relationship I have with them?" Whether you have been managing for 6 days, 6 months or 16 years this may still be something you shy away from, feel uncomfortable about, or despise doing. In the category of "tough conversations" this is, undoubtedly, in the top ten!
SIX WAYS TO MAKE FEEDBACK CONSTRUCTIVE
1. If you can't think of a constructive purpose for giving feedback, don't give it at all.
2. Focus on description rather than judgement.
3. Focus on observation rather than inference.
4. Focus on behavior rather than the person
5. Provide a balance of positive and negative feedback
6. Be aware of feedback overload.
THE SIX STEP METHOD FOR GIVING CONSTRUCTIVE FEEDBACK
Step 1: State the constructive purpose of your feedback.
Step 2: Describe specifically what you have observed.
Step 3: Describe your reactions.
Step 4: Give the other person an opportunity to respond.
Step 5: Offer specific suggestions.
Step 6: Summarize and express your support