Q. "What is the best way to deliver a harsh review?"
Answer:
There's no easy answer, but there are several best practices you can implement to help the conversation be productive and helpful even if it's hard:
Create Relationship
The old adage is true: it really does boil down to how much they know you care. Build relationships with employees in normal day-to-day interactions and intentional one-on-ones. Make sure employees know you are rooting for them as a person.
Get the Timing Right
Don't pick the busiest day of their week to have the conversation. Choose a time with their schedule and mindset in mind. When you do meet, don't drag it out. Their time is valuable and being sensitive to the "when" and "how long" is an opportunity to further build relationship and trust.
Put Yourself in Their Shoes
While it's easier to handle hard conversations from behind a wall of formality, during hard feedback it's crucial your employees know that you see them and their emotions. Support them throughout the conversation and result.
Create a Performance Improvement Plan
Help them see the light at the end of the tunnel. Be ready with solutions, goals, action items, and a timeline, so they have a clear direction and expectations not just vague criticism.
Remember Termination is an Option
It is the last option, of course, but letting someone go who is simply a bad fit might actually be the best thing for both them and your team. Don't continue to force a fit that just isn't healthy for either party.