Giving feedback should be constructive and helpful, but that might not be how everybody views it
The key requirements of giving good feedback are good intentions, sound preparation and a calm response, says Amy Jen Su, co-founder of Paravis Partners, writing for Harvard Business Review. The feedback process takes a lot of time, and can be a cause of anxiety for both manager and employee, particularly when you are dealing with somebody who might cry, yell or get defensive. But there are things you can do to keep the process on track.
1) Good intentions. It’s important to remember why you are giving feedback. Your purpose is to help the employee to be successful, not to attack them. Reminding them of this can help the process go smoothly. Kim Castelda, senior vice president at Bullhorn, a software company, says: “I’ve rarely met someone who didn’t want to be successful, and giving feedback is an essential part of that.”