Whilst planning employee feedback (because yes, it definitely does require planning), you need to consider 4 factors: timing, personality, examples and outcomes. Whether the feedback is corrective or reinforcing, you want your employee to be in a state of mind where they are ready to receive it, and in the most constructive way possible.
For example, straight after a heated meeting would not be a good time, as emotions are running high and may well transgress into your conversation. Likewise, if your feedback is corrective, it may prove counterproductive to express it subsequent to that individual announcing a positive achievement, in or outside of work - all positive behaviour should be reinforced, so don't let your conversation be interpreted as discouraging.
This also ties in with personality type. PeopleGoal analytics and surveys will give you a good idea of what traits each of your employees have, giving you insight into how they take on feedback and enabling you to give a personalised approach for each individual.
Lastly, make sure your feedback is verifiable but actionable. Whilst examples are important for understanding, try not to focus too much on past behaviours, instead, motivate them to apply themselves to reach specific goals - rather than 'you are this', strive for 'try this next time'.