The two types of feedback, defined.

For some, it can be more motivating than praise.

Prevent a fight-or-flight response.

Take an open approach to your discussion.

How bosses create their own poor performers.

Establish trust, then focus on improvement.

Tailor your rewards to the person and the effort.

Five basic rules for getting it right.

Focus on the individual, not a rating.

Emphasize their strengths to help them grow.

Set your people up to succeed.

First, make sure they can do the job they want.

Track performance so reviews run smoothly.

Identify the problem and see if coaching can help.

Stick to the facts.

Discuss performance, new frontiers, and aspirations.

Three ways to be more efficient.

Make subtle shifts to adapt your approach.

Let them do the talking first.