This is something I struggle with, regardless if they are junior, mid level, or senior. I would start off by saying; receiving critical feedback will be the single most thing that levels them up in there career and the fact that you care will make them a better developer.
What I would do in this instance, would first say something to praise the work in some capacity; maybe they took some initiative even if it was ill-informed or they got into a code base that was naturally tricky and give them props that they were able to get work done period.
Second, mention that there are some pitfalls or issues that you saw earlier in your career or something that other devs in that company/workplace/team have also done. This is where bringing up concrete anecdotes or articles to boost where you're coming from. Bringing up issues as "hey, it's okay you made these issues, people have done that before" makes them feel they're at least on the right path.
Third, ask them for the next task to request an early review or set up a meeting to do a review in real time. Doing a real time review will be easier to figure out the "why" and help course correct using mental patterns they're already using. This will help avoid this particular situation again where you're trying to give feedback after the fact.
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This is something I struggle with, regardless if they are junior, mid level, or senior. I would start off by saying; receiving critical feedback will be the single most thing that levels them up in there career and the fact that you care will make them a better developer.
What I would do in this instance, would first say something to praise the work in some capacity; maybe they took some initiative even if it was ill-informed or they got into a code base that was naturally tricky and give them props that they were able to get work done period.
Second, mention that there are some pitfalls or issues that you saw earlier in your career or something that other devs in that company/workplace/team have also done. This is where bringing up concrete anecdotes or articles to boost where you're coming from. Bringing up issues as "hey, it's okay you made these issues, people have done that before" makes them feel they're at least on the right path.
Third, ask them for the next task to request an early review or set up a meeting to do a review in real time. Doing a real time review will be easier to figure out the "why" and help course correct using mental patterns they're already using. This will help avoid this particular situation again where you're trying to give feedback after the fact.