Great managers know that feedback is an essential element of ongoing development, improved performance, and teamwork. Yet, it’s one of the toughest things to get right.

While principles for giving feedback are important, the other half of the equation is as equally important: its delivery. And with the right intentions, a dedicated time, and a safe space, you can ensure your feedback resonates.

Here are five pointers for delivering feedback effectively –

1. Establish a Common Objective

You may know what your motivations are, but agreeing on the objective of the feedback sets clear expectations for both parties, and lays the groundwork for meaningful conversations.

2. Own Your Observations

Remember that your feedback is subjective; so taking ownership of your observations and perceptions shows self-awareness and helps build trust.

3. Focus on the Future

Be forward-looking in your feedback; connect it with initiatives or goals. If your feedback isn’t actionable or relevant to a context, it won’t be as impactful.

4. Be Specific

Vague or general statements are difficult to interpret, and without examples it can be hard to see how feedback translates. Avoid unquantifiable adjectives like “good” and “helpful”—what makes their work or behavior “good” or “helpful”?

5. Check for Understanding

After you give feedback, it’s important to check in with the recipient to make sure they’ve understood and that you’re on the same page. Have them explain back to you what they took from the conversation.

Delivering feedback effectively is a key management skill, and it doesn’t have to be frightening. When we begin to see it as the gift that it is, it helps build on our strengths and develop our skill sets. Make time for employee feedback, and approach these exchanges with care, empathy, and a commitment to bettering both your employees and yourself.