"I typically provide feedback in a one-on-one setting and in real-time. If there is an issue or concern, I go directly to that employee to address it face to face versus sending an email, instant message, or worse, waiting until their quarterly reviews. I always give specific examples in my feedback and take the emotion out. For example, 'I feel like you're always late' would not be appropriate. I would document the days and times the employee was late, use those examples in my feedback, and review the attendance policy and expectations.

I like my team members to know how they are performing at all times, and I never want anyone to be blind-sided in a performance review. I firmly believe in providing feedback (both positive and constructive) timely and allowing the employee to ask questions."