Tell her how these techniques contributed to the success of her performance. Be descriptive, not evaluative. Focus on the effect the performance had on you, rather than on how good or bad you perceive it to be. Describe something the person can act upon. Choose one or two things the person can concentrate on.
People can usually act on only a few pieces of feedback at any one time.
If they are overwhelmed with too many suggestions, they are likely to become frustrated. When giving feedback, call attention to those areas that need the most improvement. Avoid inferences about motives, intentions, or feelings. Being told that you need to improve yourself is not always easy, but, as we have pointed out, it's an important part of the learning process. Although you might feel hurt in response to criticism, try not to let those feelings deter you from using the feedback to your best advantage.