Many people are reluctant to provide constructive feedback because they are unsure of how to do it, or are fearful of how it will be received.  Managers must get through that uncertainty because constructive feedback is one of the best ways to strengthen your organization and to develop people.  Romanus Wolter, author of The Kick Start Guy, has these suggestions:

1. Make it a conversation, not a formal evaluation.  Your goal should be to have a discussion where thoughts, criticisms and opinions are freely shared--but keep it casual.  Formal meetings will intimidate, and the message will be filtered by defensiveness.
2. Establish what's at stake.  Let the person know the basis for your challenge and identify what impact this feedback will have on the organization and its success.  Be specific.
3. Remain open-minded.  Remind the person that you are working to help them find a solution.  Ask questions to show your interest and to encourage further conversation.  Generously offer pointers or suitable advice to help them correct the situation.
4. Share the "big picture" effects on your business.  Be sure to thank the person for all of their efforts that have contributed to the success of the organization.
5. Integrate feedback into your normal business processes.  Rather than waiting for the perfect time, create opportunities for feedback.  Use surveys, one-on-one conversations, and casual talks.  use every opportunity available to strengthen your organization and team members.

For more details, see Entreprenuer magazine (August 2008), or our first book, Positioning Success (order from the Home page).