Feedback is defined in the dictionary as the “transmission of evaluative or corrective information about an action, event, or process to the original or controlling source.” We know feedback in the workplace is important – after all, without it, an employee is never sure if they are doing a good job.

The absence of feedback can cause a host of issues. A supervisor who never provides feedback may become frustrated with the employee’s performance, while the employee’s morale may take a hit because they feel ignored or unsure about their work.

Though negative feedback can be hard to accept, most employees do want to receive it. According to an Office Vibe survey, 82 percent of employees appreciate receiving feedback, even if it isn’t positive, and 65 percent said they’d like to receive more than they currently do now.

Plenty of valuable feedback can go a long way in keeping a workforce engaged and productive. It allows for greater personal and organizational growth, and helps clearly define the expectations in place. However, if feedback isn’t delivered properly, it can be detrimental to the cause.

It isn’t always an easy task. In fact, one study of over 7,600 managers found that 44 percent thought giving feedback was stressful or difficult. This can be compounded further if the manager is constantly giving negative feedback, while ignoring the positives.

“Our findings suggest that if you want to be seen as a good feedback-giver, you should proactively develop the skill of giving praise as well as criticism,” wrote Jack Zenger and Joseph Folkman, in a Harvard Business Review article.

“Giving positive feedback shows your direct reports that you are in their corner, and that you want them to win and to succeed. Once people know you are their advocate, it should also make giving criticism less stressful and more effective.”

Here are a few tips on how managers can deliver effective feedback to boost motivation and engagement.

1. Use the Positive Feedback Formula

Simply telling someone they’ve done a good job isn’t enough. Though it will make the person on the receiving end feel good in the short term, the impact won’t be long lasting. All feedback should be authentic, specific and as detailed as possible. First, start by clearly outlining the situation, then explain its impact. Finally, show your gratitude for the results. Instead of saying, “You did a good job on that report”, try this: “That report you handed in last week was fantastic … I could tell you put a lot of work into it. The findings were great and it will be instrumental in helping us close the deal. I appreciate your commitment to this project and couldn’t do it without you. Thank you for your work.”

2. Use a Similar Formula for Negative Feedback

On the flip side, giving out negative feedback without an actionable can be a recipe for disaster. Without laying out clear plans for improvement or letting expectations be known, this type of criticism can lead to frustration when the behavior or situation does not improve. The employee may also become deflated and disengaged. Again, lay out the situation, behavior and its impact. Then clearly define next steps. Instead of saying “This report is littered with mistakes, please fix it”, try this: “I was able to review the report you submitted last week … I noticed you left out some important data and there were several errors. I could tell you didn’t review it, which was frustrating for me since we’re so close to deadline. Not having a polished product could see us lose this deal. Please take it back and give it a thorough review. Next time, make sure you’ve double checked all aspects before submitting it. If you’d like a second set of eyes, we can assign Sally to assist you with proofing your drafts.”

3. Privacy Matters

While it’s certainly easier to receive positive feedback in a crowded room, accepting constructive criticism can be difficult. Most negative feedback is best delivered in a private setting, so no one is caught off guard or feels singled out. By removing the intimidation of an audience, it can lead to better conversation and better outcomes.

4. Open Up the Dialogue

Communication counts, whether the feedback is positive or negative. A strong leader establishes strong emotional connections with staff, which naturally makes them more receptive to feedback. When feedback is positive, an open dialogue with the recipient can increase engagement and empowerment – new ideas may even come out of the conversation if the employee is excited about what they’ve done. In a constructive criticism type situation, it’s important to allow the employee to share their thoughts and tell their side of the story. Knowing they’ve been heard and can speak openly will improve morale and make them more willing to adopt the changes being proposed. Feedback is always a coaching opportunity.

5. Don’t Keep the Positives to Yourself

When it comes to the bad stuff, most managers will let the higher ups in a company know when things have gone awry. Many are less likely to share success stories. When you praise an employee, make sure other people know about it – it will make the employee feel good that you’re willing to shine the spotlight on them for a job well done and give them credit for their work. In turn, they’ll be motivated to continue to achieve great things.