Giving feedback is much more than providing employees with a performance review once a year. Strong leaders give feedback almost continuously in a variety of forms. Research shows that the most memorable feedback is written on paper, preferably by hand. Verbal feedback comes in second place, which can be delivered in a phone call or in person. Dead last is e-mail.

Take a moment to pen a personal note if someone on your team has done something particularly well. Be sure to include specifics in your note because broad generalities do little to boost morale.

Here’s a little tip I picked up from the Dale Carnegie program: Congratulate and thank star performers in person, ideally in front of others. Ask them how they did it so they can relive the glory and possibly inspire others to do the same thing in the future.

Of course, an excellent way to recognize stellar performance is through financial bonuses. This works best when people know in advance what the bonus amount will be and for what specific types of behavior. Research clearly demonstrates that people respond best to a known, short-term outcome within their control versus some vague threat or reward looming in a murky future.

Tom’s Takeaway: Specific positive feedback, delivered in writing or verbally, goes a long way toward boosting morale and keeping star performers pumped. If possible, provide financial bonuses as part of a system that clearly defines expectations and rewards.