You work for a serious business staffed by adult employees, not a pre-school. So you know that the entire company won’t fall apart if you occasionally crack down on an erring employee or deliver a round of constructive criticism. But at the same time, you know that every time you express a negative word, you put your company at risk. Your employees are human beings, they deserve respect, and their at-will contracts allow them to walk out the door at any moment if they choose. If talented workers aren’t receiving the support they need, they’ll find it somewhere else.

By the same token, every positive word you speak will actively support and perpetuate a positive workplace, a place where talented team members feel fulfilled and engaged. And when this kind of climate pervades, talented employees encourage their talented friends and contacts to work here as well. The company’s reputation takes off, top-tier candidates line up at the door, and a general upward spiral begins, a spiral that will take the company to new levels of success as long as nothing stands in its way.

So how can you make sure your words, gestures, and coaching efforts fall into the second category, not the first? Here are a few tips that can help you keep your workplace both positive and productive.

1. Think before you speak. As a manager, it’s your responsibility to exercise emotional control. When you need to yell, yell up the chain of command, not down.

2. Don’t just provide feedback once a year. This places an undue amount of significance on the annual performance review process, which can distort the impact of a negative critique or coaching tip. Make sure your employees receive informal feedback and mentoring all year long.

3. Provide outlets for frustration and productivity problems. Maintain an open door policy and encourage employees to voice concerns, ask for help, request resources, and ask questions at any time on any subject without fear of backlash. Open communication can solve problems before they begin.

4. Train and coach, don’t criticize. Employees thrive and feel engaged when they believe they’re good at what they do. If they believe they’re hanging on by their fingertips, they won’t commit and ultimately, they won’t stay. Usually the difference lies entirely in their minds.

5. Reward growth, not just performance. Highly productive employees are an asset to any company, and should be rewarded, compensated and promoted as appropriate. But lower performers who show impressive improvement should also be valued and thanked.

For more on how to cultivate a productive workplace staffed by thriving, highly motivated employees, reach out to the TX employment pros at Expert.