Written by Giving feedback is difficult.
Giving good (meaning honest and useful) feedback is really difficult.
But giving feedback is one of the key aspects for growing and tuning your people.
Feedback to be useful is not meant to be always “good” meaning it shouldn’t be always based on what the person did well: It should focus both on what was done well and what didn’t.
Let be more clear: could be difficult to talk to one of your resources and tell that something wasn’t as you expected. But if you can support this opinion, with the correct expected behavior/action and examples the “bad” news can transform into something valuable for his/her growth.
Another success factor is to have you prepare the feedback session: avoid doing this without being prepared, because the risk is to have a conflict instead of a mutual grow.
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