Constructive feedback delivered well can support the employee's growth and help build trust. Providing constructive feedback well can be challenging. The receiver may get defensive, and the conversation might not go in your planned direction. Author Mel Robbins has four techniques for having those difficult conversations. 

How to have a difficult conversation | Mel Robbins

How did you feel about the first technique in the video? Acknowledging responsibility demonstrates accountability, and using the third validation technique supports mutual respect and creates trust. Accepting responsibility aligns with the 4th CSUMB Value of Integrity, Accountability, and Mutual Respect. 

Got time for more? Writer and researcher Jeremy Sutton, Ph.D., provides fantastic resources in the article, 15 Ways to Give Negative Feedback, Positively (+ Examples).

Below are eight steps from the article to help you have that difficult conversation.

1. Accept the internal discomfort of providing negative feedback
2. Create a safe space for the conversation
3. State your intention
4. Separate the person's work from the person
5. Reframe the amount of feedback as an indication of care
6. Encourage a growth mindset
7. Acknowledge the subjective nature of the situation
8. End on a positive note

Another key takeaway from Jeremy Sutton's work is to remember to make the feedback constructive and not just critical. Your goal is to build trust by supporting the growth and improving the relationship of the individual receiving the feedback.