Doing performance coaching right means 42% higher productivity.” (Bersin report: High-Impact Performance Management: Using Goals to Focus the 21st-Century Workforce)

The jury is not still out, the key to the care and feeding of great employees is coaching them clearly, positively and often.

In fact, based on a recent survey, the Zenger Folkman group (authors of the Exceptional Leadership book) that employees had a preference for receiving corrective feedback 3 times the level of their preference for receiving positive feedback!

Are you avoiding that corrective feedback? You are actually doing more harm ignoring your staff than just being honest and coaching them where they need it.

Some Zenger Folkman statistics- based on the best and worst leaders (as givers of feedback):

Engagement measure

Worst leaders
(10th percentile)

Top leaders
(90th percentile)

Intent to quit



Perceived opportunities



Feel fairly treated



If you avoid giving feedback (corrective or positive) then this has a dramatic negative impact on the performance of your team.

What should they prioritize? How can they know how to improve? How can they feel challenged?

You can evaluate your own preferences for giving and receiving feedback with this short assessment.

If you find that you are avoiding giving feedback, you may want to develop these skills to enhance your team’s performance and ultimately your job performance, too.