Offering performance feedback to employees can sometimes feel like tiptoeing around a minefield. Here are a few ideas on how you can present feedback that leads to improvement instead of resentment and hurt feelings. 

• Keep your emotions out of it. Avoid words like “I’m disappointed”—it shifts the focus from the employee’s performance to what you think of them as a person, and the result can be a decrease in their motivation. Even positive words like “I’m pleased” could make the employee feel complacent. Keep language neutral and task-focused: “Sales numbers are below the target we set. Let’s discuss how we can improve.”
• Give workers some say in feedback. Consider creating a feedback menu, where employees can select areas for assessment, such as communication skills, leadership development, or project management. You can also let employees choose how often they want to get feedback in these areas. When employees feel invested in the review process, they are more likely to perceive it as valuable.
• Consider the source. Some employees respond better to evaluations from their peers. Consider situations where peer-to-peer feedback might work; for instance, if a team member is having trouble meeting deadlines, pair that person with an employee who excels in this area and can offer regular check-ins and advice.
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For more advice, read “How to Be a Boss at Giving Performance Reviews.”