You should dole out feedback without any delay as it may lose its effectiveness after a considerable span of time. If someone was very impressive in the given task then appreciate that employee immediately as it keeps them encouraged and engaged.
On the other hand, do not open fire at once if someone is unable to meet the target.
Establish personal contact by talking to them frequently. Make a habit of giving feedback even on a small achievement. Do not make your email or phone calls an inquiry rather try to have a casual conversation.
Support your argument by giving valid examples. It is better to be specific as giving general comments may not be effective. You should describe what was good or what went wrong. This kind of feedback gives impression that you are well connected to them and you are evaluating their performance efficiently.
In case of negative feedback, choose your words carefully as any harsh comment can demoralise your employee or fan the flames of frustration and discouragement. It is always better to suggest some remedy while pointing out the mistake. You should have the complete insight before passing judgment.
Be strictly relevant. Do not take up irrelevant issues for example employee’s physical appearance, apparel or other’s views about the person. Your feedback should comprise the points that matter.
Try not to compare your employee’s performance with others’. However, you may give your addressee examples from his/her professional record. Mostly comparisons only give birth to jealousy and politics in the office.
Give your employee a fair chance to explain and listen to that person attentively. Give them the impression that you value their services and do not take their hard work for granted.