If you are you facing from FEAR of DIFFICULT CONVERSATIONS Avoidor take action: care & prepare

Recognize that your feedback plays a a critical part of your team member's growth

Plan the conversation in advance: gather specific facts and evidence, clarify your desired outcome, and outline key talking points. Find a suitable location for the conversation: minimize distractions and keep it private.

Be specific and remain objective: focus on behaviours and actions, the impact, and focus on being constructive in your feedback. Do not generalize. Stay calm and listen actively: Breathe and keep your emotions in check, and give them your full attention so you can understand better. Get their commitment, offer support, and be sure to follow up: Aim to reach a mutual agreement on how the employee will take action, be ready to offer them the support they need to succeed, and make it a priority to follow up on your discussion.