The John Maxwell leadership training center shares valuable & caring techniques to help guide employees for improved performance. These should be privately and in a positive manner the leader would want to treated when receiving this type of advice (aka, the Golden Rule)

http://johnmaxwellcompany.com/blog/ten-guidelines-for-confrontation

I bet you’ve heard this before: In any organization, people are the most valuable asset. And as a leader, you probably understand that it’s true. No matter how you measure it, people offer the highest return on investment over the longest time. When you take care of your people and treat them well, they have the potential to create incredible success for the organization.

Because most of us don’t like this type of interaction. Correction equals confrontation, and many people resist that as much as possible. Instead, they avoid bringing up problems, hoping things will correct themselves. That might work if your team member is just having a bad day. But when a person has a string of bad days, you have to speak up

However, we sometimes interpret this concept in an ineffective way. “Taking care of” people is understood by some leaders as “always being ‘nice’ and never offering any correction.” And that belief can cause real problems. Why? Because everyone needs correction sometimes. People aren’t perfect, so they’re going to make mistakes. Communication isn’t foolproof, so sometimes followers misunderstand what is being requested. And a need for a course correction arises.

TEN GUIDELINES FOR CONFRONTATION — So, keeping in mind the overall goals of clarifying, and treating the person the way they would want to be treated, here are my Ten Guidelines for Confrontation:

1.  Confront others in private.
2.  Confront as soon as possible and not look for “a better time.”
3.  Stick to the issue at hand.
4.  Make thy point and not repeat it.
5.  Deal only with actions that can be changed.
6.  Avoid sarcasm (especially in an email or text).
7.  Avoid words like always and never because they are rarely accurate.
8.  Ask questions and offer suggestions.
9.  Don’t apologize for the confrontation.
10. Remember to highlight the person’s positive contributions.