When providing employee job performance feedback, begin with facts, not conclusions. Facts are more persuasive than subjective conclusions and aren't controversial, which help you avoid arguments. For example: Fact - "Yesterday you arrived 20-minutes late" vs. "You can't be trusted." Be specific. Don't tell an employee he is late too often. Tell him the exact number of time's he's been late during a defined time period. Once you've pointed out the undesirable behavior move towards a solution by asking: "What do you need to do to consistently be on time, and how can I help you?" When you address undesirable employee behaviors from a collaborative/partnership approach your odds for success greatly improve.