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I would go with the following 4 steps: 1. What she thinks she's done well, 2. What I think she's done well, 3. What she thinks she can improve on, 4. What I think she can improve on
Yes this is great, I like the warm tone idea
Oof, that’s never easy — but the fact that you’re asking this means you care and want to handle it with empathy. One tip that’s helped me: anchor the conversation in shared goals. Start by affirming what you both want (growth, development, success in the role), and then deliver feedback as observations with outcomes, not judgments. e.g., “I’ve noticed XYZ, and it’s starting to affect [deadline/team workload/etc.].”
Thanks for this - I do care and I’m a nice manager and don’t want to hurt anyone’s feelings but the message needs to be relayed