It's the manager's job to create a psychologically safe environment where an employee won't be punished when they make a mistake. If you fear that feedback won't be well-received, it may be that you're falling short:

• You're not helping your direct report to have more impact.
• You're not modelling accountable behaviour if you don't give feedback because you fear how it will be taken.
• You may be contributing to a lack of psychological safety.

Instead, consider why you fear your colleague won't receive feedback well. If you don't have a good reason, go ahead and give feedback. Just do it.

Employees often make up their own stories when they don't get helpful feedback.

The stories they tell themselves are often a problem for them (and for the manager). By giving helpful feedback, you'll give your employees the data they need to do more of what's working, and give them less opp...