Providing regular, constructive feedback helps to motivate and retain staff. E.g. "I understand that you have been very busy recently, but your being late impacts the rest of the team who are also busy." Often you may only need to go to this step for the person to acknowledge the need to change, in which case go to step 10. If not explore the issue further.
The whole purpose of feedback is to improve performance. Start by looking for occasions when you can give positive feedback and remember to plan carefully for the occasions when you have to give negative feedback - and make it constructive. Training feedback geven en ontvangen However, the initial reaction of someone receiving negative feedback may be to clam up. It will be the feedback provider's job to try and elicit the other person's views, even to disagree provided they have a rationale.

The most useful feedback answers this question: For this leader to be maximally effective, what should they do more of and less of?” It takes a strategic view of what the leader is doing effectively and less effectively today, and what they might continue or change to achieve the organization's objectives in the future.
Locally, we are both involved in gender groups and in them we have seen time and again that people (especially newcomers) can grow more in one evening together than they have in one year previously, simply because there's a group willing to take risks together and committed to giving and receiving feedback powerfully.

If they doesn't receive any type of feedback at all, they may be discouraged from giving another presentation - but giving them feedback on what they did well and what they could improve on will encourage them to improve and perfect their work for next time.
The level of constructiveness of the feedback all depends on how you decide to interpret it,” multi-disciplinary artist Dan ‘Nuge' Nguyen tells us. Sometimes people can be nice in sugar-coating their feedback, and other times people who hide behind anonymity on the internet can be very blunt.

We all then had an opportunity to provide feedback to those around us. Creating a safe environment for feedback with teams and participants is one of the most powerful elements of an Outward Bound experience and was a strong reminder of a lesson that I had learnt as an Army Officer many years before.
Ensuring they feel safe receiving and giving feedback is essential. In the case of receiving feedback, certain personality types benefit far less than others. You should always avoid giving feedback when emotions are running high: yours, or the person you want to give feedback to. Emotion can get in the way of effective communication.