Try to be as specific as you possibly can when giving feedback, use real examples that you know about and not generalisations.

Like any good interviewing skill, the more you try to build a rapport with the individual the more freely the conversation will flow. Try and make the layout of the room comfortable and your manner friendly. Try not to build barriers with high desks giving the impression of a formal meeting. The last thing that you want to do is make the employee feel like they are being interrogated

When giving feedback make sure that you have all the key facts, never take information on hearsay from another. Try not to build into the feedback your own perception or judgement of a situation without discussing what actually happened with the employee first.

Be clear on what the actual problem is, don't personalise the problem into a "Gotcha". Make it clear that the E.D.R. is about improving performance, making it a positive experience for all and never a negative one.

Try to be as specific as you possibly can when giving feedback, use real examples that you know about and not generalisations.

Like any good interviewing skill, the more you try to build a rapport with the individual the more freely the conversation will flow. Try and make the layout of the room comfortable and your manner friendly. Try not to build barriers with high desks giving the impression of a formal meeting. The last thing that you want to do is make the employee feel like they are being interrogated

When giving feedback make sure that you have all the key facts, never take information on hearsay from another. Try not to build into the feedback your own perception or judgement of a situation without discussing what actually happened with the employee first.

Be clear on what the actual problem is, don't personalise the problem into a "Gotcha". Make it clear that the E.D.R. is about improving performance, making it a positive experience for all and never a negative one.