Observe and record specific examples of performance whenever they occur. Provide specific feedback, not vague, general observations. Document both good performance as well as poor performances. Keep communications open and frequent. Ask employees about their feelings and perceptions regarding their performance, and respond to their input.
Feedback can be both positive and corrective.
It is detailed and descriptive. But' tends to negate what came before. Replace 'should' and 'have to' with reasons why. Own your feeling. You make me feel'.