Performance Feedback

As a leader, it is very important to provide effective feedback for the employees. During the simulated interview which was held in our classroom, me and my classmate exchange our work and evaluate each other's performance. The evaluation should be constructive, specific and concrete. The process is very challenging especially for a first-time leader to give others' feedback. Even though we have plenty of time to prepare ahead, it is still very challenging. Through the whole process for the effective feedbacks giving, I have also learnt that how to hold or conduct an effective evaluation interview.
Firstly, every task should have specific goals. Effective feedbacks can help and motivate employees to achieve their goals better. During the mock interview with my classmate, he, as my employee, I started the meeting with showing the map he drawn. There was a map which was showing the route from Toronto Pearson Airport to University of Toronto at Scarborough Campus Area (Pan-Am Game is going to be held at 998 Military trail). To make sure that the employee can take advantage of my feedback. I gave positive comments to him at the very beginning, as the map has a quite clear TTC route with detailed explanation. Also, I commended him that his map was drawing in scale with necessary road name on it. In this manner, the self-esteem and self-efficacy of the employee will increase. Added to this, the employee will be motivated. However, the actually intent for the feedback is increasing the awareness of a development and improvement need. After giving the positive comment about his work, I start giving him some critique about his work. "I believe that if you add the specific bus number and the name of the bus stop for each connected transit point, this map will be more efficient and better to be comprehended by the visitors." He nods his head, I am afraid that he does not understand what I really mean by saying that. By stating my point about the improvement, I really want