Providing regular, constructive feedback helps to motivate and retain staff. E.g. "I understand that you have been very busy recently, but your being late impacts the rest of the team who are also busy." Often you may only need to go to this step for the person to acknowledge the need to change, in which case go to step 10. If not explore the issue further.
People are more receptive to learning about themselves when feedback is offered throughout the year, as situations arise. So be sure to let Training feedback geven en ontvangen the receiver of the constructive criticism know how much time you'll give them to work on the problem and what you're hoping to see.

Even with the most well-intentioned feedback from the most supportive manager, the feedback recipient ends up focusing far less on how to improve at their job and far more on the self-threat they are feeling; this ends up impairing not only motivation but also future performance Somehow the seemingly benign act of providing feedback—something nearly all managers do—has backfired and caused your employees to be largely worse off.
Locally, we are both involved in gender groups and in them we have seen time and again that people (especially newcomers) can grow more in one evening together than they have in one year previously, simply because there's a group willing to take risks together and committed to giving and receiving feedback powerfully.

Although the universal teacher lament that there's no time for such feedback is understandable, remember that "no time to give and use feedback" actually means "no time to cause learning." As we have seen, research shows that less teaching plus more feedback is the key to achieving greater learning.
I think the first step is to understand what feedback truly is and that emotion is not supposed to have anything to do with it. Easier said than done I realize, however, we can stop referring to feedback as negative or positive as a pretty good starting point.

Give a small number of actionable suggestions (ideally only one or two) that the other person can take in the future, to change this behavior. Most of us learned how to give feedback to other people. We tend to dislike people who don't listen to criticism or feedback, and that's why we sometimes think they don't deserve our feedback.
Ensuring they feel safe receiving and giving feedback is essential. In the case of receiving feedback, certain personality types benefit far less than others. You should always avoid giving feedback when emotions are running high: yours, or the person you want to give feedback to. Emotion can get in the way of effective communication.