Part2:11 What guidelines for framing and commnunicating performance feedback would you recommend to a manager about to conduct formal performance reviews for the first time?

The guidelines are:

1. Feedback should be impersonal, that is, not to refer to the individual directly which can be done by avoiding the use of YOU and I. 
2. Concentrate on specific behaviours. it should be very specific in a way that it will not an overall observation.
3. After observational behaviour, feedback should be followed on a regular basis.
4. Feedback are mostly accepted when its source are credible, expert and attractive. 
5. Feedback should be in concrete and factual terms so as to describe how a job holder actually performs but sometime when feedback needs to be evaluative, then it should be based in terms of established criteria.
6. Feedback should be easy to understand and it is important to check whether the feedback was understood.
7. Perceptions, reactions and opinions should all be presented straight forward.
8. Concerning a specific area of performance, it is advisable that it is done on a rating of high and low points.
9. Suggestions should be made so as to improve performance when discussing about performance problems.
10. Feedback should not be emotional as it may hurts staffs. 
11. Feedback should be concerned with factors or variables which is being controlled  by the job holder.
12. The person providing the feedback should deal rather than persuade when rising defences or emotiontial reactions are seen.
13. Feedback should easily be accepted by the receiver and accept it as it is. 
14. Feedback should be done at the right time and moment.
15. feedback is more productive when job holder show the improvements to be done.
16. Feedback should be comprehensible from the receiver's perspective and also the team leader needs to select the issues to be discussed and at which depth.