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Do This:
DO give specific and actionable feedback, even if it's negative. For example, instead of saying, "Your work isn't good enough," say, "I noticed some errors in your report. Can we work on improving your proofreading skills?"
DO ask for feedback from your team members as well. Knowing how you can improve as a leader and teammate is essential. You could say, "Hey, I'm trying to improve as a manager. Is there anything I could do differently to help you feel more supported?"
DO consider the timing of your feedback. If someone is already feeling overwhelmed or stressed, they might need to be in the best mindset to receive criticism. Let's wait until they've had a chance to decompress before sharing your thoughts.
Don't Do This:
DON'T make assumptions about your team members. Just because someone seems to be doing great doesn't mean they aren't struggling in other ways. Refrain from assuming they don't need feedback just because they're not asking for it.
DON'T sugarcoat your feedback. While being kind and considerate is essential, honesty is also important. If someone isn't meeting expectations, you need to tell them so they can improve.
DON'T wait until it's too late to give feedback. If you notice someone is starting to feel burnt out, don't wait until they hit a wall to address it. It's much easier to prevent burnout than recover from it.
Remember, giving feedback is like making a sandwich - you need the peanut butter and the jelly to complete it.
It would be best to have positive and negative feedback to help your team grow and prevent burnout.