What are the procedure that manager used to give negative feedback in a positive way?

Feedback per se, is a "positive" process, even when it points out negatives in a person.
it goes without saying that the process of delivering it to anyone precludes "unfairness".
Hence, it is just as important for the person receiving the feedback to know that the process is fair, as the person delivering it being fair.
So then how does one achieve the above goal? Step1: Formulating and stating the criteria, objectives and method of assessment/appraisal.
Step2: Both the person giving the feedback and the person receiving it have to be in concurence about the process stated in Step1, failing which the differences have to be sorted out before commencing the process.
Step3: Carrying out the agreed upon process without any changes or compromises.
If the above steps are carried out to the tee, the feedback given is bound to be balanced and acceptable to the person being appraised.
If it is not acceptable, it is best that the relationship is severed, in the better interest of the organization.

Managers and leaders, you know how challenging it can be to give negative feedback.
Managers don't want to give it, and employees don't want to hear it.
Although it can be stressful for supervisors and managers to deliver difficult feedback, leaders understand that with a tactful approach, employees receive valuable guidance that helps them improve their productivity, attitude, and performance.
As a result, everyone wins the employee, the team, the manager, and the organization.
These three steps will help anyone who is a team leader, supervisor, or manager deliver negative feedback in a way that's clear, tactful, and productive.
Three steps to give negative feedback in a positive way think "Triple A." The steps are: Acknowledge Address and Advise to help your employees be their best.

ASALAM U ALIKUM Tabassum Siddiquee Dear the simplest way to give negative feedback is to praise the person in the way he/she listen what you are going to say.
for example there was a person working ibn my office.he was not working properly.i most of the times was very upset because of him.
one day i used to see him at his cabin and i smile and said.' hey how are you .i like your work so much ,even when ever you mail me your reports i like to read them very calm.you have got a good skill but only thing which matters is that you are too much time in sending me notes and work notes.even i wait too long to get this work from you.
you usually send me your written sheets after a month..
he understands what i was going to say him.
he got my point and said.
sir........................iiiiiiiiiiiii am really very sorry i was playing games on system and was wasting my time.now whatever you choose for me i accept .i respect your kind words.
thats it.........
how do you like this let me know regards ishfaq naseer

Arrange a meeting with that employee having prior intimation and then the manager must collect the critical incidence or KPIs to support his argument. Start the meeting with acknowledging his presence and get him realize the importance of his role and consequences for not meeting the target. Do handle the emotions patiently because such talks lead to tough discussion resulted in de-motivation and -ve behavior or consequences.

 

 

Balancing by taking comprises to meet in between.

A performance appraisal.