I didn't mean to say, perceive a NEGATIVE FEEDBACK, POSITIVELY. What i meant was, to present a NEGATIVE FEEDBACK in a POSITIVE / CONSTRUCTIVE WAY. For example, rather saying(feedback) straight on his face, we may pose relevant questions to find out the facts for not achieving targets as it is most important for the manager to understand as why his team member failed. Motivation is the part of the FEEDBACK.
Moreover, we do reflect ATTITUTDE(positive(kind)/negative(harsh)) during our communication process. If we succeed in demonstrating POSITIVE ATTITUDE, i am sure our feedback will be worth receiving it.
A manager must be EMOTIONALLY INTELLIGENT. He must be complete aware of his team member attitutde, behavior, emotions, strenght, weakness, etc. Well, its not about correcting the employee, its all about making himself to realize where he went wrong and support him to correct himself, through effective coaching strategies. This way, a manager or team leader will be no way held responsbile for his team member's mistake nor they will any scope for inviting stressful workculture.
With profound regards