You want all your employees to fully understand that feedback is a technique you will wield, and wield very frequently at that. You want your employees to be comfortable receiving it, and to expect it as a matter of course. When your employees anticipate feedback as the rule, and not the exception, they are less likely to be intimidated by it, and more apt to see it as a beneficial summary of exactly how they are performing at their jobs.

Nobody likes operating in the darkness of night. Even when things are running smoothly, employees should be acknowledged. Positive feedback is a recognition tool that is just as important to dispense when things are going well, as is negative feedback when things aren't running as planned. Don't overlook the most productive people on your staff. There's a tendency sometimes to take for granted the biggest achievers on your team, simply because they do their jobs and do them well.

Sure, it is tempting to say to yourself: “Why should I worry about Lisa? She runs ahead of schedule on all her projects, and the quality checks always check out. She never utters a negative word or a complaint. If she's got a problem, she'll find her own solution. So I'll concentrate my time and efforts on Fred, who doesn't always seem to be too sure of himself and rarely meets his goals.”

Yes, Fred does indeed need to be watched more closely and consulted with more frequently than Lisa (high-octane coaching in action). But this doesn't mean you cut Lisa out of the feedback loop just because she's doing her job with such alacrity and aplomb. Positive performances need to always be recognized and rewarded.

There are a lot of Lisa types who move on in jobs, not only to greener pastures, but also to pastures where the feedback is more generous and flowing. These are the people, remember, who are the coaches of tomorrow, the ones being groomed for greater responsibilities and bigger challenges. These are the very persons you want to keep in the organization and working for you.