Here's how you can ensure your partner in a business partnership receives your feedback positively.

Be direct, provide specific examples, the impact from such situations for the partnership, and potential ways to overcome such areas to remain productive within the partnership. If feedback loops can’t be established and maintained it might be time to mitigate such risk by starting to look for new partners if this situation continues to occur.

partnership is a legal binding between two or more person initiate any legal business. need effective communication when delivered or received feedback. respect opinion of each partner and give positive feedback. be humble and forgive negligence which happened unintentionally. both interest should be toward business success.

In my experience, choosing the right timing for delivering feedback can make all the difference. One time at work, I needed to address an issue with a partner during a busy project phase. I waited until the project concluded and we both had a moment to breathe. This ensured they were not preoccupied and could focus on our conversation. By selecting a calm and appropriate time, I created an environment conducive to open dialogue and constructive outcomes. This approach allowed my partner to fully consider the feedback without feeling rushed or defensive, leading to a more positive and productive discussion.

Select an appropriate time to provide feedback when your partner is receptive and not preoccupied with other pressing tasks. In my experience, scheduling a feedback session in advance rather than delivering it unexpectedly can help your partner be mentally prepared and more open to the discussion.

Be specific, and offer examples to illustrate your points. This will make it easier for your partner to relate to the feedback. Guide them to opportunities they can take to improve. Remain supportive and collaborative, asking for their feedback as well. By opening these channels of communication, you strengthen the partnership and encourage continuous improvement.

One thing that I have found helpful is being specific when giving feedback. Vague comments can lead to confusion and misinterpretation. For example, in one of our projects at EasyWeGo, I noticed a partner’s delay in integrating local taxi services. Instead of saying, “You need to be faster,” I pointed out the exact instances and their impact on our timelines. This clarity helped them understand what needed improvement and showed that I was paying attention to details. Being specific demonstrates your investment in their growth and the partnership's success, fostering a more focused and effective response.

Provide clear, detailed examples to illustrate your feedback. Avoid generalities, as specific instances help your partner understand exactly what you are referring to. For instance, instead of saying "Your reports need improvement," say, "The last report had a few data inaccuracies; let’s review them together to ensure accuracy in future reports."

Starting with a positive comment, followed by constructive criticism, and concluding with another positive remark is an effective feedback strategy. This method is often referred to as the "sandwich" technique and makes the negative feedback more palatable.

In my experience, staying positive when providing feedback can significantly impact how it’s received. One time at work, I began by acknowledging our partner’s excellent work in expanding our eSIM coverage before addressing issues in workspace booking processes. This approach showed appreciation for their efforts and softened the impact of the subsequent critique. By balancing positive and negative feedback, I maintained their motivation and openness to change. This method helps partners feel valued and more willing to engage in constructive discussions, ultimately leading to better outcomes for the partnership.

Frame your feedback in a positive manner by starting with what your partner is doing well before addressing areas that need improvement. A practical tip is to use the "sandwich" method—begin with positive feedback, followed by constructive criticism, and end with another positive comment.

Instead of saying, "You're always so disorganized, and it's causing issues with our project timelines," you could say, "I've noticed that some of our project timelines have been delayed because the necessary documents weren't organized. Let's work together to create a system for keeping everything in order so we can stay on track." This approach avoids attacking your partner's character and personal attributes, and instead addresses an action that can be improved upon. It shows your willingness to be a part of the solution instead of placing blame.

One thing that I have found helpful is focusing on behavior rather than personal attributes when giving feedback. For instance, during a collaboration, I needed to address a partner’s inconsistent communication. Instead of saying, “You’re unreliable,” I highlighted specific instances where delays in communication impacted our project timelines. This approach avoided making them feel personally attacked and focused on tangible actions that could be changed. By concentrating on behavior, the feedback became more productive, leading to actionable improvements that strengthened our partnership.

Center your feedback on specific behaviors and actions rather than personal attributes. This makes the feedback less personal and more constructive. For example, say "I noticed deadlines were missed, which affected our project timeline," instead of "You’re always late with your work."

In my experience, encouraging dialogue during feedback sessions fosters a sense of collaboration. One time at work, after providing feedback on a partner’s performance, I invited them to share their thoughts and feelings. This opened a two-way conversation where they explained their challenges and proposed solutions. By valuing their perspective, we reached a deeper understanding and worked together to find mutually beneficial solutions. Engaging in dialogue not only shows respect for your partner’s views but also strengthens the partnership by building trust and cooperation.

Make feedback a two-way conversation by encouraging your partner to share their perspective and ask questions. This fosters mutual understanding and collaboration. In my experience, asking questions like "What are your thoughts on this?" or "How do you think we can address this issue together?" promotes an open and productive dialogue.

After giving feedback, check in with your partner to discuss their progress and offer additional support if needed. This shows your commitment to their development and the partnership’s success. A practical approach is to schedule follow-up meetings to review progress and provide ongoing encouragement and assistance.

One thing that I have found helpful is following up after providing feedback. In my experience, this demonstrates commitment to the partnership and supports continuous improvement. For example, after discussing issues with a partner’s integration of our services, I scheduled a follow-up meeting to review progress and address any ongoing concerns. This follow-up reinforced positive changes and ensured that issues were being effectively managed. By consistently checking in, I showed my dedication to the partnership’s success and encouraged a culture of accountability and progress.

Here’s What Else to Consider: Be Empathetic: Show understanding and empathy for your partner’s situation and challenges. This helps build trust and a positive feedback culture. Be Consistent: Regularly provide feedback, both positive and constructive, to avoid the perception that feedback is only given when something is wrong. Provide Actionable Suggestions: Offer clear, actionable steps your partner can take to improve, making it easier for them to know how to move forward. Acknowledge Efforts: Recognize and appreciate your partner’s efforts and improvements over time, reinforcing positive behavior and motivating continued progress.