You're struggling to give feedback to a sensitive colleague. How can you ensure it's well-received?

Give them the opportunity to explain the reason for the shortfall in their performance, do not assume and start giving them the statistics of not meeting whatever metrics. Create an environment where they feel safe and heard, explaining that you wish to support them and make any changes that will allow them to flourish again. Listen to understand, challenge with sensitivity, and explain that the improvement in performance is a joint effort. Give them autonomy in terms of choosing what avenues, resources they feel will help and the timescale they need to show a marked improvement in their performance. Whilst making sure, with a gentle and firm approach, they understand an improvement has to be seen.

Start by building rapport and showing genuine empathy. Understand that their reaction may be rooted in past experiences or fears, so acknowledge their feelings before diving into specifics. For example, begin with a positive observation or relate to their challenges, making them feel understood. Techniques like the “sandwich method” can be effective, where you wrap constructive feedback between positive comments. By actively listening and framing your feedback with care, you create a respectful dialogue that focuses on growth rather than criticism, ensuring your message is received in a supportive and encouraging way.

One thing I find useful while giving feedback to sensitive colleagues is listening with empathy. To make them comfortable to speak up is creating a psychological safety environment. Once they are relaxed and in a receptive mood, whatever feedback given they will be ready to analyze, understand, accept and act upon it. The feedback should always be constructive and bring best out of them. After giving feedback, follow up and ensuring that the feedback is acted upon and is helpful for their better performance

I agree with the perspective expressed above. I would like to add that as a leader, it is important to create an environment of trust and openness. It is crucial to convey to the entire team that feedback, whether from internal or external sources, is not to be taken as criticism. Nobody should judge anyone based on feedback; it is simply an opinion and not necessarily true. It indicates a perception that needs to be addressed. Feedback should be approached with an open mind and not taken personally. Instead, it should be used for introspection and to identify areas for improvement. Conveying important feedback to a sensitive team member should be done in a way that emphasizes how they can benefit from working on the feedback.

I believe giving feedback to sensitive colleagues is an art of balancing empathy with honesty. I start by understanding their emotions and framing feedback respectfully. It's about fostering growth without compromising their confidence, ensuring the conversation is constructive and supportive.

I think timing feedback is key, especially with sensitive colleagues. I avoid high-stress moments and choose private, calm settings to ensure receptiveness. Feedback should be timely—close enough to be relevant but not so immediate that it's overwhelming

Un consejo esencial para elegir el momento adecuado para dar retroalimentación es buscar un entorno tranquilo y privado. Asegúrate de que ambos tengan tiempo suficiente para la conversación sin interrupciones y que el ambiente sea relajado. Esto ayudará a que tu colega se sienta más cómodo y receptivo, evitando que se sienta expuesto o avergonzado.

I feel specific feedback is essential, particularly for sensitive colleagues. I focus on clear, actionable points rather than general comments. This approach not only guides them effectively but also shifts the focus from personal criticism to constructive growth

I think balancing criticism with praise is crucial, especially with sensitive colleagues. I use the 'sandwich method'—begin with a positive, address the improvement area, and end on another positive note. This approach softens the critique and reinforces their strengths

Un consejo clave para aplicar el “método del sándwich” de manera efectiva es ser genuino en tus elogios y específico en tus críticas. Asegúrate de que los comentarios positivos sean sinceros y relevantes, y que las críticas sean claras y constructivas. Por ejemplo, podrías decir: “Me impresionó mucho cómo manejaste el proyecto X". Sin embargo, creo que podríamos mejorar en Y. Estoy seguro de que con tu habilidad para Z, podremos superar este desafío.

I think feedback is most effective when paired with practical improvement suggestions. By offering actionable steps, you transform criticism into a growth opportunity, showing your investment in their development. This approach provides a clear roadmap for success, turning feedback into a constructive tool for their performance enhancement

After giving feedback, a follow-up meeting is essential. It shows your commitment to their growth by discussing progress, addressing new concerns, and offering further support. This two-way approach allows them to share their thoughts and ensures continuous improvement and support throughout their development journey

Many times we mistake feedback as appraisal , it’s not so Feedback is telling his story of performance in positive way Here their are two learning One from the colleague other from manager. Feed back is very sensitive no one wants to listen that they are bad , so the language and body language is very important. May be you can tell reference of some x persons behaviour which is very similar, so your story to improve his perception of your story that it can help him to do better tomorrow.