Ask for the employee's assessment, comments and suggestions. Use your listening skills and don't interrupt. Check for understanding. Focus on performance, not personality. Describe employee behaviors, not personality traits or attitudes.
Constructive feedback focuses on a specific action, never on the individual.
Discuss positive as well as negative performance. Provide specific examples and explain why these behaviors are problematic or how they benefit the organization. Minimize your role as a judge. Work for a collaborative environment. Never compare one employee with another.