When giving feedback to someone sensitive, start with positives to ease the conversation. Be specific and focus on behaviors, not personal traits, to ensure objectivity. Encourage open dialogue by framing feedback as a collaborative discussion for growth, fostering understanding and a supportive environment for improvement.

Most people tend to relate our work to our identity, it is basic psychology of work and organizations, so we must take into account the emotions that we carry and those that the employed person carries. Based on this, the recommendation is to identify and manage emotions, focus on tasks, showing what has been requested and what has been done, and then point out the differences. In my case, I am a friend of open conversations and analytical rubrics.

When providing feedback to an employee who takes criticism personally, focus on creating a supportive and constructive environment. Begin by highlighting their strengths to establish a positive tone, then frame the feedback as an opportunity for growth rather than a critique. Use specific, observable examples and avoid generalized statements. Emphasize the issue, not the individual, by focusing on behaviors or outcomes rather than personal attributes. Use collaborative language like "let’s work on this together" to show support. Offer actionable suggestions and express confidence in their ability to improve. End with encouragement to maintain their motivation and self-esteem.

If an employee takes criticism personally, the employer should create a friendly, constructive environment to give his feedback. He can use specific examples, also framing the feedback around issues of improvement rather than faults. Emphasize strengths and how addressing certain areas will serve to enhance their contribution. Approach the conversation with empathy, highlighting shared goals, and make sure one feels valued and encouraged toward growth.

One method that works for me is as follows: *Observation:* Describe the behavior you have noticed, whether positive or negative. *Reasoning:* Explain why the behavior is considered good or bad. *Suggestions for Improvement:* Offer constructive advice on how to improve. For example, if you observe repeated mistakes by a team member while preparing a presentation, you might say: "I noticed some recurring formatting issues in your presentation. This could detract from the audience's ability to read & understand the content. You might improve this by using consistent templates & checking formatting." Using the Observation-Consequence-Suggestion format can be effective in providing feedback as another person may not perceive it as criticism.