Feedback is fruit for the soul!

This is a great approach to offering feedback! You’ve hit on some key principles that are often overlooked. Let's break this down and reflect on it:

1. Being Clear and Concise: When giving feedback, especially negative feedback, it’s so easy to go into long-winded explanations trying to soften the blow. But as you rightly said, this only muddies the message and leads to confusion. The employee might not even understand what you’re really trying to say.?Clear and direct communication?not only helps the person understand where they can improve but also shows respect for their time. Everyone appreciates clarity—whether it's positive or constructive.

2. Positioning & Environment: Offering feedback in the right environment can make a huge difference. Standing up can create a power imbalance and put the employee on the defensive. Sitting side by side, especially in a private or neutral setting, can make it feel more like a constructive conversation rather than a confrontation. And when you’re delivering difficult feedback, it’s helpful to avoid doing so in front of others. Publicly shared criticisms can harm an employee's confidence and create unnecessary tension.

3. Balancing Positive and Constructive Feedback: Feedback should never be a one-way street. Offering positive feedback isn’t just about praising good performance; it’s also about reinforcing the behaviors and actions that led to success. Doing this in a personal or celebratory setting, like lunch or coffee, makes the moment more memorable and impactful. It shows that you recognize the effort and that you care about their growth, not just about fixing mistakes.

This approach will certainly build trust and open up the conversation between you and your team. When feedback is balanced and delivered with clarity and care, it empowers the employee to improve without feeling diminished. Have you tried these techniques in your own feedback sessions before? How did it go?