Delivering criticism is part of working with others. Usually, the burden falls on management and company leaders, but all members of a healthy team should learn to openly share input. Only with honest communication can team members let others know what they need. And, only by accepting feedback can we improve.

Ekaterina Walter, contributor to Forbes, says: “True leaders understand the power of feedback, but they always make sure that the delivery of feedback is constructive. They also strike a great balance between providing positive reinforcement and constructive feedback.”

The way in which you deliver feedback — especially negative feedback — can make or break your working relationships. You have to do it. So, learn to do it in the most productive, painless way possible. Read on to learn the best methods for delivering criticism.

Take a Breath

Never criticize in the heat of the moment. Fully digest the work you are reviewing. Then, take time to prepare and calm yourself before delivering your feedback.

Liane Davey of Knightsbridge Human Capital, states in Harvard Business Review: “Unfortunately, if you’re stressed and anxious when delivering feedback, it will translate into poor communication (often in the form of abruptness or rambling) — which will make it hard for the recipient to hear, understand, and apply the value of the information you’re delivering. Worse, your discomfort will be mirrored by the recipient, and the interaction might actually erode his or her trust in you.”

Be Honest

Honesty fosters employee trust. Don’t avoid voicing your concerns, and don’t hide behind overly vague generalities without supporting information – for instance, stating “This is really close to what I’m looking for,” without indicating what you are indeed looking for, does not help. Say what you need, nicely but honestly. Make sure the recipient gets the chance to respond, and show that you’re listening.

Buffer Criticism with Praise

You may have heard this technique referred to as the “criticism sandwich.” Provide a positive comment before and after the negative one. This lets the recipient know you appreciate him or her and recognize their good work.

Suggest Solutions

By only telling someone what is wrong with their work, you don’t necessarily help them figure out what will make it right. The recipient may simply become defensive if he or she doesn’t see a path to success.

Peter Gasca, writing for Entrepreneur, says: “It is very important to prepare proposed solutions in advance, because identifying problems without solutions will simply come across as complaining. A great way to start this conversation is with a question.”

Set Clear Expectations

Those suggestions you make should come across as clear, quantifiable steps. For instance, no graphic designer wants to hear, “Make it pop!” Articulate your specific goals. Give clear parameters and due dates. Then, trust that the team member possesses the talent to cross the finish line.

See the Good in People

With all of these steps, assume that people are acting from good intentions. Gregory Ciotti of Help Scout recommends that you, “Have a built-in good faith clause — always interpret feedback and judgment from your team as coming from a good place.”

If something has really gone wrong, look for miscommunication as the cause, as opposed to ill intentions or simple neglect. Also: Avoid defensive language; just as you want to see the positive in your team, they look for it in you.

Practice Before the Critique

It might sound trite, but practice before you enter a possible tense situation. Look in the mirror or record yourself on video. Say what you need to say in the privacy of your own office. You will discover how you sound and be able to view the body language you convey. You wouldn’t give a presentation without rehearsing it first, so employ the same logic here.

Go out there and build up your team to achieve their full potential! Embrace delivering criticism as a critical tool in your management toolbox. Your employees will thank you, and your bottom line will benefit.

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