Constructive criticism is something that is both hard to give and receive. While proposals have been made to revamp the performance management process , such as by giving small doses of feedback in a more timely and frequent manner, these structural approaches neglect the psychological side of feedback—that is, how most people naturally react to being given negative feedback and how those reactions may negate the usefulness of said feedback, regardless of how the process is structured.
The best way to give a feedback is in-person because you want to know that they understand the reason for constructive feedback, and could ask questions. If another person offers feedback training you feedback, it may sound like criticism. In sharing these four types of feedback with many people and groups, most people feel that they seldom get all four types of feedback.

If you feel your failing in communicating is in your human relationships, then that field can be bettered by exercising plus applying some counseling to figure out what the effects are behind it. For some people they depend on trust in what they tell and by processing their underlying insecurities the internal strength will grow.
It's important to understand the external limitations when providing feedback because you may realize that your constructive criticism may not be rooted in the employee at all, but in external factors, such as an employee's disability or a client's miscommunication.

Employees that help to plan their own development are far more engaged with the process than those that simply get told what to do. Negative feedback is a lot easier to take when you agree with what's being said to you, and it's reinforced with a positive plan.
You can learn some key skills about giving and receiving feedback, but if your culture is one built on mistrust, on discomfort about receiving feedback and on focusing more on negative, than positive feedback, you have an uphill struggle on your hands, and you will never quite reach the excellence in performance you are seeking.

The process outlined below will make it easier for you to deliver effective feedback and ensure that you provide it in a way that will help people learn and change. To grow, we need to be able to handle constructive criticism and feedback. Positive feedback, or affirming comments about past behavior.
But never fear — whether you're struggling with the when and why of employee feedback, or need help integrating a 360 approach to your review process, we've got you covered. Focusing on behavior during your feedback meetings also helps to de-personalize feedback.