1. Prepare - think about the individual beforehand. What do you value in them as a co-worker? Where do you think are their biggest opportunities to improve?
2. Speak from your own experience - avoid 'I've heard...' statements
3. Be specific - provide examples wherever possible and avoid general statements like 'really good’ or ‘difficult to work with’
4. Keep it actionable - always describe behaviors, not traits. Focus on what the person can actually do something about going forward (i.e. more of, less of, keep doing - “It would be good to see more of X as it leads to Y”).
5. Be respectful AND honest - development feedback can at times be challenging to give. Keep in mind the purpose of the survey is for development and not to judge or evaluate performance.