When giving constructive feedback, avoid a laundry list. Deal with one issue at a time. More than one at a time can become overwhelming and have a negative effect instead of the positive effect intended.
Select a time when the team member is likely to be most receptive. Avoid times when the team member is busy, upset, or about to leave for the day.
Only give constructive feedback in private. It is best to deliver constructive feedback face-to-face.
Be aware of your own shortcomings. Have you prepared enough? Are you trying to rush through the meeting? Do you have problems being a good listener? Do you want to decide on the action plan on your own? Are you willing to do the follow-up?
Remember the impact that visual and vocal communications have—be congruent.
Don’t assume that team members who are at a high productivity stage can always solve their own problems or are always aware that they have a performance or behavior issue. It is imperative for the manager to give the feedback and to give these team members the support and/or the direction that they need.