• Focus on the performance, not the employee.
• Ask the employee how they can solve the problem.
• Use probing questions and active listening to help identify solutions.
• Agree on an action plan and gain commitment to the next steps.
• Agree on a follow-up date and time.
• Express your confidence in the employee.

Keep in mind that even if your intent is good, attempts at change are doomed unless reviews and feedback are perceived as well-intentioned, constructive feedback by your employees.