Be specific with your critique as well as your praise. The more specific your feedback, the more likely it is to be actionable and useful. Aim for concise clarity — using too many words to blunt the emotional impact of negative feedback will make your message fuzzy. Be intentional with your words and tone. Avoid overgeneralizing, being judgemental or making assumptions about intent. When providing negative feedback, make sure the conversation ends with clearly defined next steps for improvement — this is what separates criticism from constructive feedback.

Be Specific And Clear

Make sure you’ve got a clear scope of work with detailed milestones and timelines. The scope should be detailed enough so that all parties understand what is expected and when items are due. Daniel Coyle, the author of several books on talent, suggests starting each feedback conversation with one magical 19-word phrase: "I’m giving you these comments because I have very high expectations, and I know that you can reach them."This statement helps your freelancers, contractors and virtual talent bench — and even your employees — feel valued and connected to your business.

Set Expectations

Start by stating what you observed, what impact it did or could have, and then ask questions. Try to be objective and refrain from judging or inferring what happened, giving the freelancer, consultant or contractor time and space to explain.
This framing can help you uncover additional issues that you may have overlooked. In addition, asking questions can encourage self-reflection — allowing the freelancer, consultant or contractor to come up with creative solutions for addressing your concerns.

Start With Statements, Then Ask Questions

Providing candid, thoughtful and positive feedback is essential to building strong relationships. Plus, having two-way feedback loops builds trust. Creating a culture of feedback generates a high-performing culture, boosting your team’s performance.Start taking your relationships with freelancers, contractors and remote workers to the next level.

Create A Culture Of Feedback

The feedback sandwich both undermines the constructive (negative) feedback being conveyed while also making people suspicious of positive feedback. 
Instead, follow these steps to give clear, concise, specific and constructive feedback after asking for permission.

Avoid The Sandwich Approach

Asking permission can be as simple as asking a question like: Do you have 20 minutes to talk about X? If the answer is yes, then you can move on to those magical 19 words. If the answer is no, then ask when a good time to talk about X is and schedule a time on the calendar. Asking for permission allows the person to prepare mentally for receiving feedback, making the conversation more likely to lead to actionable results.

Asking For Permission

Whenever possible, critique in private and praise in public. No one likes to be publicly called out for failures or mistakes. 
Critique publicly, and you’re likely to be met with defensiveness. This should go without saying, but if you’re in a bad mood, give yourself some time to clear your head — when giving feedback while upset, your tone will likely make more of an impact than the actual content of the message.

Understand When To Give Feedback

If you don’t ask for feedback, you’re unlikely to get it. Don’t forget to also ask for feedback from your freelancers, consultants and independent contractors. Being external to your organization gives them a valuable vantage point. 
Their outside perspective can help them notice things that employees might miss. In addition, working with many clients means that your liquid workforce may have gleaned insights from working with similar organizations.

Ask For Feedback

Communication is key to building strong working relationships, whether with employees or with freelancers. While most organizations have built-in methods and procedures for giving feedback to employees, such as regular 1:1 meetings, many companies lack processes for giving feedback to freelancers, contractors or other members of their virtual talent bench. 
Given that working with freelancers tends to be temporary, it’s too easy to skip over providing feedback to your liquid workforce.

Feedback To The Extended/Remote Team

Give feedback that’s frequent, effective, and will help you get you the outcome you need

Avoid The Sandwich Approach

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