Name the specific situation, describe what you observed, and explain its effect. Then ask how the other person saw it. This keeps a conversation close to evidence and leaves room for missing context. Avoid turning one incident into a claim about someone’s character. Agree on a practical next step rather than ending with a general instruction to improve.
Describe the moment before judging it
Useful feedback gives someone a behaviour they can understand and change.
A small example
“During the client call, we changed the delivery date without checking production. I could not confirm whether we could meet it. What information were you working from?” That opens a discussion a label like “careless” would close.
Keep in mind
A formula cannot make feedback fair by itself. Check your facts and account for differences in authority and opportunity.
A note to yourself
Create an account or sign in to keep private notes and saved cards across devices.