Should Telemedicine Be a Benefit for Your Employees

Should Telemedicine Be a Benefit for Your EmployeesCredit Guschenkova/Shutterstock Healthcare costs for employers are expected to rise nearly 6.5 percent in 2018, according to a study by PwCs Health Research Institute. As such, employers everywhere have tried to reduce their costs through different means, including offering employees high deductible plans and cutting back on other health-related benefits.High deductible planssave employers money and give employees mora back in their paycheck but arent as comprehensive when it comes to paying for major medical expenses. If you struggle with providing your team with comprehensive health coverage, telehealth or telemedicine is an avenue to supplement basic coverage and support their well-being.Telemedicine connects patients with doctors through a phone call, video chat (or text chats), on the computer, or a mobile app. Doctors are readily available and can help with a wide range of minor health issues. Depen ding on which state theyre practicing in, they can prescribe non-narcotic medication to patients through the platform, such as antibiotics. A number of platforms also have mental health providers for therapy and substance abuse help as well as dermatology professionals. Read related article from our sister site, geschftlicher umgang.com Best Telemedicine SoftwareFortunately, many health plans already offer an added telemedicine feature. Insurance companies generally encourage the use of telemedicine because it also reduces costs for them. Even if your plan doesnt include telemedicine, you should consider adding it to your benefits package.Benefits of telemedicineCost Savings Urgent care or emergency room visits are expensive and often unnecessary if individuals have quick access to a doctor who can diagnosis minor issues. Typical costs for a trip to the emergency room can range from $1,000 to $3,000, depending on the issue and treatment. Urgent care visits are significantly less cos tly but are still more expensive than a telemedicine appointment, which costs about $100 per visit.Editors musiknote Interested in telemedicine software? Use the questionnaire below toget quickly connected to our vendor partners to learn more about options for your business.Time savings Telemedicine visits are big time-savers. Many platforms can connect patients to a doctor fast, sometimes within minutes of submitting your request. Being able to speak with a physician so quickly not only saves patients from having to schedule appointments weeks ahead, they dont have to schedule time off from work. Further, the sooner a patient consults with a doctor, the faster they can get a diagnosis and, in some cases, prevent certain types of illnesses before they worsen, saving both time and money for you and your employee.More choices Depending on your location, the availability of doctors, and the limits of your insurance network, you and your employees may not have an ample selection of heal thcare professionals. Telemedicine platforms give you access to dozens of experts who are part of the service. Its especially beneficial for those who live in rural communities who, in addition to taking time off from work, must travel further to get the care they need.Private issues Another added benefit to telemedicine is that it may be more comfortable for patients to speak with a healthcare provider about sensitive, private issues. For individuals seeking counseling, it can be intimidating to seek help in-person, whereas with telemedicine, the patient is more in control of the conversation and can use instant messaging to talk with a professional.Before you sign upA telemedicine doctor is not a replacement for a patients primary care physician. Virtual doctors are equipped to handle minor issues only, such as allergies, cold, fever, pink eye, sinusitis, sore throat, among other minor conditions.If a telemedicine doctor cant confidently diagnose a patients condition, they will li kely recommend the patient see their primary care doctor or visit urgent care. This can be more expensive, but anytime an individual thinks their illness is more than a minor issue, they should seek an in-person consultation with a healthcare provider.Telemedicine works best when its used as a preventative measure against serious illness therefore, encourage your staff to use it as such and stay health-conscious, especially if your health plan isnt as comprehensive as youd like. Andreas Rivera Andreas Rivera graduated from the University of Utah with a B.A. in Mass Communication and is now a staff writer for geschftsleben.com and Business News Daily. His background in journalism brings a critical eye to his reviews and features, helping business leaders make the best decisions for their companies. 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3 Instantly Recognizable Signs Your Boss is Emotionally Manipulating You

3 Instantly Recognizable Signs Your Boss is Emotionally Manipulating You Nightmare babo stories run rampant on the internet and in urban legends told among groups of professionals. But these tales tend to focus on outwardly-aggressive supervisors who yell, rage, and make ridiculous demands of their employees, while making few mentions of baboes who take a low-key approach to degrading their employees morale. But these kinds of bosses cause just as much damage as their more bombastic counterparts. leid sure whetzu sich youre dealing with an emotionally manipulative boss? Keep an eye out for these three signs your boss is manipulating your emotions.1. Your boss withholds communication, leaving you constantly unsure where you stand.If your boss wants to use underhanded methods to influence you, she may choose to leave you in the dark about your job performance, whether youre completing tasks to her satisfaction, and whether theres room for improvement in your work. This tactic allows yo ur boss to avoid confrontation while also sowing confusion and discontent among her employees. If you rarely receive feedback of any kind from your supervisor, youll subconsciously push yourself harder in order to earn evidence of her approval. But because this method lacks direct communication and relies heavily on guesswork, it frequently leads to employee disillusionment, resentment, and eventual burnout. Strong managers will elect to discuss their opinions of your performance on a regular basis a boss who avoids these conversations cant lead effectively in the long run.If you notice this behavior from your supervisor, try taking a proactive stance by asking her for a meeting to go over your progress. A direct request is more difficult for her to dodge, and by leading the conversation, youre more likely to receive the feedback you need.2. Your boss encourages employees to compete for their attention and favor.Bosses with poor communication skills sometimes use their lack of openn ess to encourage intracompany competition for their attention and approval. If your boss sparingly doles out praise to some employees and criticism to others while largely remaining opaque to the rest, hes using a manipulative strategy to keep his workers constantly striving to catch his eye.The best way to combat this problem involves reframing your bosss actions in your head, and refusing to let him pit you against your colleagues. Keep your goals and your teams goals at the forefront of your mind, and youll be impervious to your manipulative bosss childish machinations.3. Your boss uses guilt to convince you to invest more than your share of hours and labor.See if this sounds familiar you have a major project due at work, and times running short. Youve pulled plenty of overtime hours to complete the task, but your boss still wants you to work an extra shift over the weekend. You push back due to prior plans, and your boss responds with something like Oh, well, when I approved y our week-long vacation earlier this month, I hoped I could count on you to work some extra hours on this very important project. Thats a classic example of a boss using guilt to convince her employee to invest extra time and energy at work. While theres nothing wrong with a boss scheduling overtime shifts to finish a major task, a boss who plays a game of quid pro quo, using your PTO against you isnt playing fair.If your boss tries to make you feel badeanstalt for using your benefits during a busy time, remember that PTO is part of your compensation, and you have the right to make use of it. If your boss wants to enforce blackout dates during hectic periods, thats his prerogative. But a mature and respectful boss will communicate those policies clearly and wont wield your benefits as ammunition for future guilt trips.

6 Things You Need to Know About HR Tech - Spark Hire

6 Things You Need to Know About HR Tech - Spark HireAs with any new tech tool that claims to make our work lives substantially easier, theres often a lot of talk surrounding HR technologies. And when theres talk, myths undoubtedly form. But theyre just that myths. Its only natural to want to avoid things we dont fully understand, especially when those things involve seemingly complicated tech and hefty instruction manuals. Its all too easy to pass on the latest trends and tools and stick with what you know. After all, it worked for the employees before you, and it works now. So, why fix what isnt broken?Its simple The human resources industry is constantly evolving, and HR professionals need to adopt the latest tech tools in order to keep up. Its time to dispel unterstellung myths about HR tech. Here are five common misconceptions about HR technology and the reality behind them Myth 1 Its mora trouble than its worth.You know your hiring process inside and out. Youve been doing thing s the same way for years, and your predecessors did the same before you. Adding new technology to the mix will only complicate things.First, you need to get up to speed with the program. Once youre familiar with the technology, then youll need to train your staff to use it. A simple piece of technology designed to make your work easier is now taking away valuable time and creating headaches for everyone involved.Once you think everyone has a handle on the new HR tech, something goes wrong. Theres a bug or an update, and you either need to spend hours on the phone with tech support, or dig for the answers yourself online.The reality Its worth more trouble than it is. For the fruchtwein part, HR tech is designed to simplify your life bedrngnis complicate it. While learning how to navigate and optimize a new tech tool can seem like a time-consuming process, more often than not, its a lot easier than it looks. As technology advances, it becomes increasingly easy for users to get starte d with a new tool. Remember when you made the switch from your desktop to your laptop computer? Or switching from a flip phone to your first internetfhiges mobiltelefon? The change seemed scary at first, but after some time, updating your technology paid off and made your life much simpler. HR tech is the same. Initially, it may require a time investment to learn and set up, but in the long run, its worth the time and frustration. With cloud-stored data, getting started with HR tech solutions is simple. Many tools are easy to navigate and feel a lot like using a new app not using and learning an entire new technology.Withcloud-stored data, getting started with HRTech solutions is simpleClick To TweetMyth 2 Vendor relationships are troublesome.When you work with a vendor, everything isnt in your control. If theres a problem, you have to wait for their response. If you need help, you have to send an email or set up a phone call. Vendor relationships are nerve-wracking partnerships. Y oure not a vendors only client, and therefore, not their first priority. When something goes wrong, how long will they take to deliver the help you need? Hours? Days? Weeks? What will these delays do to your hiring efforts?Vendors bring in another layer of complication more relationships. An HR tech tool may be the perfect solution for your specific hiring needs, but the people are difficult to work with. Or, you may love the people who work behind the vendor, but their solutions are too generic. Theyre not listening to what you need or customizing their product.The reality HR professionals enjoy working with their tech vendors. In fact, in Key Interval Researchs report, The Ideal Vendor Relationship, a whopping 87 percent of the 1,100 HR practitioners surveyed reported enjoying their tech vendor relationships.This is not the story we expected to hear, authors William Tincup and John Sumser admit.Although you may have heard horror stories about working with different tech vendors, HR tech companies have your best interests at heart. Their business is to create solutions HR professionals love to use and to help them along the way. Relationships can be tricky, but spending some time finding the right vendor and HR tech solution for your organization can save time and heartache in the future. When talking with vendors, ask yourself the following questionsHow long did they take to return your emails and calls?Do they have a specific contact person for you?Are they the same person to call for technical issues?Do they understand your brand and have they tailored solutions to meet your needs?Myth 3 Tech doesnt deliver on its promises.Theres a lot of buzz surrounding HR tech and what it can do. But you dont care about buzz you care about results does the tool do what it says it can do?You have your doubts. The technology is relatively new, and measuring results from a few clients isnt that reliable. Youve seen this happen before. A new product or service is hyped as the next big thing and then it doesnt work. There are a number of problems. Promised features, for instance, are only in beta testing and cant be used yet. Your results arent as great as the company advertised. Now youve invested both time and money with little to show for it. The reality Its easy to dismiss seemingly outrageous claims made by HR tech vendors. But, the fact of the matter is, people dont often make claims they cant deliver on its bad for business. The aforementioned Key Interval Research report revealed that the majority of practitioners say their HR software often or always delivers what the vendor promised, a view thats strongest among practitioners at the largest companies. And thats saying a lot. Does your HRTech deliver on its promises? 6 myths debunkedClick To TweetMyth 4 Theres no way to test for success.Youve implemented a new HR tech tool and things seem to be running smoothly. Youve had no major incidents, and you think your recruiting process is speeding up. Some of your team members have commented about what they like about the new tool and how its helping them. But is the tool really helping you reach your goals? Is there an objective way to measure results? The realityThere is. While theres no surefire way to test for tech efficacy, there are a number of signs to look for. Here are a few common HR tech tools and the metrics you can use to better test for successVideo interviews Video interviews are all about speed and screening. To measure its impact, compare time-to-hire before and after using the tool. Look at the breakdown of time spent on each phase of the hiring process. How much time passed from when a candidate was sourced to when they were screened, interviewed, and eventually hired?Applicant tracking systems (ATS) Modern applicant tracking systems actually help you collect, analyze, and store data to make more informed hiring decisions. An ATS can track how long it takes to review resumes, offer and acceptance ratios, a nd more.You can clearly see where the process is running smoothly, and where the kinks need to be worked out. Additionally, your ATS can also help keep track of your sources of hire, which can help determine which sources you should invest more in for the best results.Automated benefits enrollment To measure the impact of automated benefits enrollment, measure the amount of time required to complete each part of the enrollment process manually. Then, look at the cost of that manual labor for an entire year. Compare that cost with the cost of the automated system and the reduced cost of manual labor needed. How much time and money can the automated system save you?Talent management solutions Talent management is a little more subjective, but it can still be measured. Look at employee satisfaction, turnover, and retention. Ask employees about the tools youre using and how theyre helpful or not helpful. Is the tool helping them succeed?4 HR technologies you NEED to implementtodayClick To TweetMyth 5 Tech takes the human out of human resources. Youre constantly using technology to communicate. Youre texting your team members, emailing candidates, and messaging your boss regular updates.Technology is supposed to make you more connected, but you actually feel disconnected. You cant remember the last time you had a face-to-face conversation at work that lasted more than two minutes. In hiring, this concerns you. How can you properly hire the right person, if you never get to know anyone? Will more technology make building authentic relationships with candidates more difficult?You just want a good old-fashioned conversation to identify the best candidate not an emoji-filled chat. The reality If anything, technology puts the human back in human resources. HR tech isnt designed to take over the HR professionals job, but to automate time-consuming processes and free up time that can be better spent with employees, thus throwing you the human back into HR. And job seek ers want both a speedy process and a human connection. A 2014 survey from CareerBuilder found that 61 percent of candidates surveyed want employers to respond quickly throughout the process and want to be notified when they are not the right fit. In addition, 56 percent want to be updated about their application process. These needs can be tackled by HR tech through automated notifications. At the same time, job seekers still want to build personal connections. According to the survey, 67 percent of candidate respondents expect a personal call from a recruiter or hiring manager. While your HR tech handles tedious tasks, you can be free to make those personal calls and spend more time getting to know your most promising candidates.Myth 6 No one is using it. HR tech is shiny and new, but is anyone actually using it? Youve asked a few of your colleagues and other hiring professionals in your network and they all hold similar opinions. The technology could bring benefits, but its also a big risk. You dont know a lot of people who are using innovative HR tech, and youre not convinced you should invest in something that the rest of the industry doesnt deem valuable. The reality With 53 percent of all organizations reporting that they plan to increase their spending on HR tech in the next year, according to Sierra-Cedars HR Systems Survey, you can bet a lot of people are using it.Hiring professionals are testing the waters with HR tech and are slowly adding new tools to find the ones that work best for them. In this testing phase, companies are carefully watching their results, not advertising which products they love.Tech tools are evolving everyday, and keeping up with the latest HR technology may seem like a fight not worth getting involved in. But if you ignore new tools, youre ignoring opportunities to improve your hiring process and find better talent.When looking at HR tech, ignore the myths. Instead, focus on whats best for you, your team, and your organizati on.What HR tech myths have you heard? Let us know in the comments

ASME Selects Thomas Costabile as New Executive Director

ASME Selects Thomas Costabile as New Executive Director ASME Selects Thomas Costabile as New Executive Director It gives me great pleasure to announce that the Board of Governors has selected Thomas Costabile as ASMEs next Executive Director.Tom is an accomplished executive, with a strong track record of delivering outstanding results for large, global organizations, and leading organizations through significant change.Tom began his career as a mechanical engineer working on a joint venture between Gibbs Hill and Ammann Whitney, focused on the development of nuclear reactors. After several years, Tom joined CBS Records to oversee the development of their compact disc manufacturing and distribution operations. Over the following twenty years, Tom earned leadership roles in the music distribution industry, including serving as SVP, Operations for SONY music with PL responsibility in excess of $400M, and then as President, WEA Manufacturing-Warner Music Group, with a PL responsibility of over $3B, and a staff of over 4,000.Most recently, Tom served as a Consultant at Carlan Advisors and as Partner at 3essential, LLC, where he advised boards, senior executives, private equity sponsors and investors. In these roles, he was successful in analyzing businesses and developing strategic initiatives to ensure profitability, as well as implementing and monitoring projects to profitability.Tom has served on several not-for-profit boards, including Board Chair of the Montgomery Academy and Board Member Emeriti of University of Oregon Foundation.Tom received his BSME (with Honors) from Manhattan College and an MBA in Finance (with Honors) from Long Island University.Tom is an outstanding, results-oriented, leader. The Board and I are confident that he is the right person to lead us as we move forward, together. Toms first day in the office will be May 21st.On behalf of the entire ASME community, Id also like to acknowledge and thank Phil Hamilton for serving as Interim Exec utive Director during the last six months. We are grateful to Phil for his steady hand and his service to ASME.Please join me in welcoming Tom to ASME and offering our thanks and best wishes to Phil.The Board and I are so excited about the future. We hope you are too.Charla K. Wise ASME President

How to increase your motivation in 2 minutes per day

How to increase your motivation in 2 minutes per dayHow to increase your motivation in 2 minutes per dayWhen most people think ofaccountability partners,they cringe.It feels like a lot of work. It feels hard, but its leid. Its essential to making extreme progress in your life.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreIts also very easy. Something you can do in less than 2 minutes per day.In this short article, Im going to explain what makes a great accountability partnership.Im then going to break down a very simple way you can do daily accountability with your partner in a way that is motivating but not overwhelming.Stoked?Lets start.Obstacle 1 Looking for the WrongThingThe 1 mistake people make that stops them from starting an accountability partner is thinking that they need to find someone with similar interests or goals as them.That is totally bogus.Its actually better to have someon e who isnt doing the same things you are. The purpose of accountability isnt shared interest, butshared accountability.It seriously doesnt matter what your accountability partner is trying to accomplish. It doesnt matter if youve never met them in person.The only thing that matters is finding someone who will hold you accountable.Find someone with the same level of ambition and desired accountability as you.Thats it.Obstacle 2 Losing Momentum andQuittingOnce you find someone who wants the same level of accountability as you, then you need a simple and fast system.Daily accountability is the best way to form a habit and rhythm with your partner.If you try to do weekly, youll likely lose track or forget.You dont want to lose momentum.Aside from getting obsessed with finding the right partner, the second biggest mistake is losing momentum before you even start.Daily accountability is essential.Its how you get into a rhythm and stay on track. Thats the purpose of accountability. Its not about friendship. Its not about kinship. Its not about fun. Accountability is about getting results in your life.Do you want results? Or are you just looking for a friend?Accountability partners will become some of your best friends, but only because you are pushing each other forward.The purpose of the relationship isnt to be friends.Its actually almost better if you choose someone who isnt already your friend. The sole purpose of the relationship should be accountability.Thats it.Obstacle 3 Trying to Do TooMuchIn the book,Atomic Habits, James Clear wisely shares a principle he callsthe art of showing up.He tells the story of a man who wanted to establish a habit of going to the gym every day. So he spent the first six weeks limiting himself to only five minutes in the gym.Hed go to the gym every day for five minutes,and then force himself to leaveWhy wouldnt he just stay if he was already there?Because he wanted to establish the habit of just showing up.As Clear states,You cannot optimize what you dont have.People focus too much on the end-game, rather than starting. Most of the friction to success is getting yourself going.So, rather than being overly ambitiousyour accountability partnership needs to be extremely low friction and easy.It shouldnt take more than two minutes per day.Heres how it works.2-Minute Daily AccountabilityEvery morning, shoot your accountability partner a text (or email if thats preferred), stating your three goals for the day.At the end of the day, you report how you did. In addition to reporting on your big 3, you should also list the three things youll do the next day.Then the next morning, you re-list the same things you did the night before.The reason you want to report your results for the day and list the three things youll do the next day is that it removes decision-making the next morning.These two texts messages should take you less than two minutes to type out per day.Heres what mine looks like with my accountability partn er. As youll see, my partners contact is even named in my phone DAILY ACCOUNTABILITYFriction-Free Weekly Accountability (Optional)Once you master the art of showing up with these daily texts, you may add in a weekly element.Every week, on Sunday nights, in addition to reporting on our Daily 3, we also list our Big 3 for the following week.Heres what it looks likeFriction-Free Monthly Accountability (Optional)In addition to daily and weekly, you may share your monthly goals with each other. This is optional.Again, dont go overboard before you get started.It s powerful to share your monthly goals with each other, but dont bring these into your daily accountability.The purpose of this type of accountability is consistency and lack of friction.However, sharing big picture goals with each other can be powerful.Remember the accountability partnership is intended to serveyou, not you serve it.Heres a quick snapshot of a monthly goal tischsetConclusion Pulling It AllTogetherEvery day, my ac countability partner and I send two texts to each other.At the beginning of the day, we simply list our three objectives for the day.At the end of the day, we report how we did (e.g., 2/3) and then list our three objectives for the next day. We do this to eliminate decision fatigue and set ourselves up for a powerful morning routine.Once per week, we share our three objectives for the week, and at the end of the week, we report how we did on those objectives (e.g., 3/3).Every month, we share our monthly objectives. We also do a 3060-minute phone call to discuss how our month went.Thats it.In the past month, Ive overcome bad habits and emotional blocks that held me back for a really long time.The core purpose of accountability and reporting your progress is awareness. You cant improve what youre not actively aware of.This is the reason most people never become excellent at things. They dont track and report their progress,daily.If you want to become successful in any area of your lif e, you need to measure and report how youre doing daily.This will force you tofocuson it.What you focus on expands.Your greatest asset is your conscious awareness.When you become conscious of something and then aggressively seek improvement in that thing with tangible goals and reporting of progress, your momentum will skyrocket.This article first appeared on Medium.

10 Easy Ways to Organize Your Job Search

10 Easy Ways to Organize Your Job Search10 Easy Ways to Organize Your Job SearchIn todays job market, its not uncommon to submit applications for many positions. That involves lots of time, and lots to keep track of.You dont want to squanderthose precious hours by missingimportant application deadlines, garbling companies and positions, confusing interview times, or forgetting to follow up.Accordingly, properlymanaging your job search is just as important as identifying job opportunities and submitting your application.Here are the top ten ways to keep track of your job applications and stay on top of the job search process. 01Create a Job Application Spreadsheet in ExcelYellow Dog Productions / Getty ImagesClearly, there are plenty of ways to keep track of your job search, but there are also ways to cut down on the mental overhead to begin with. Making the effort tosimplify your job searchwill pay off. Focus on quality, not quantity only apply to legitimate positions that youre qual ified for, and make each application count, personalizing eachcover letter and updating and proofreading your resume.?

12 words and phrases to avoid when giving feedback

12 words and phrases to avoid when giving feedback12 words and phrases to avoid when giving feedbackProviding feedback gets easier with time and practice. The anticipation and lead up to the conversation is typically worse than the actual meeting, so dont be afraid to jump in and share feedback that will help your friend or colleague improve. Effective feedback is detailed, timely and intended to help the recipient perform in the best way possible.In order to enaya that your good intentions are at the forefront, avoid behauptung phrases that may derail your conversation or leave the wrong impression.1. To be honest This phrase implies that there was a time when you were not being honest. It is also regularly a precursor to a surprising piece of information. Simply remove this phrase from your feedback conversation.2. Actually I strongly believe that this phrase has no business in any professional correspondence. Its jarring to read and hear as it immediately implies that the rolle on the receiving end has misspoken, missed an important piece of information or is generally an idiot. Remove this single word to change the tone of your message.3. But Avoid buts to keep a conversation positive and to ensure that your message is heard. Evidence suggests that our brains negate the phrase before the word but, so using it during a feedback conversation may mean that the receiver dismisses the important information you are sharing. Consider how I dont think that the presentation was effective, but your slides were very informative is different from I dont think the presentation was effective because you didnt share the relevant research.4. Everyone thinks Remove rumors and speaking for a group when providing feedback. You run the risk of losing credibility or unwittingly dragging colleagues into a conversation that they are not prepared to enter. Instead, share how the behavior impacts you.5. No offense Just stop here. Thats right, no offense nothing even resembling off ense. If you have to say this term, stop and rethink the rest of the phrase. You have likely crossed a line from feedback to criticism.6. Im sure you You can never be sure of what someone thinks or knows, and if you are sure, there is no need to say it. This is also a precursor statement to assigning motive. You can only be sure of how something is impacting you. Its very difficult to accurately guess someones thought process or motives behind a behavior so its best to avoid this phrase altogether.7. If you want to succeed People succeed in many different ways and you do not get to decide how or if someone succeeds. This is true even for bosses talking to employees. Success looks different to everyone, and this phrase may be seen as threatening, especially if youre giving a review.8. You should It is so much more powerful for someone to come to a conclusion on their own. Help the receiver understand the repercussions of their actions and possible steps forward rather than instructin g them on how to proceed. Think about how happy your best friend or partner is when they discover something youve been telling them for months. They needed to get there on their own. And coming to conclusions on ones own often brings more impactful conclusions.9. If I were you Youre not. Unless directly asked what you would do, avoid this phrase.10. This has been a problem for several months Feedback should be given in a timely manner. If something has been an issue for months, or longer, youve done the feedback receiver a disservice. Share feedback as soon as youre able so its fresh in the receivers mind and easier to adjust behaviors.11. Never/alwaysSpeaking in absolutes like these may weaken your point. Its rare that someone always or never does something, so your feedback will likely be immediately dismissed as not credible. You can soften these terms to regularly and rarely, respectively.12. Be more like XRather than comparing individuals or team members, share concrete example s of behaviors. Outcomes can be achieved different ways and still be effective. Get to the root of a problem by sharing clear details rather than comparisons.Omitting these phrases will help to ensure that your message is heard and received in a supportive manner in which you intend. Remember, its not about walking on eggshells during this conversation. Honest and open feedback can help you and your coworkers communicate and develop effectively.A version of this post previously appeared onFairygodboss, the largest career community that helps women get the inside scoop on pay, corporate culture, benefits, and work flexibility. Founded in 2015, Fairygodboss offers company ratings, job listings, discussion boards, and career advice.