Positive and negative feedback are both painful processes.
We’re mostly aware of what we do well and get bored of hearing about our contributions, especially if there’s no reward for it.
Meanwhile, negative reviews irritate us and offer suggestions in improvements without actually instructing us how. The next steps are always vague.
Instead of the uncomfortable annual reviews, how about telling us how we’re performing ever so often. The reviewer should break it down into what we should start doing, stop doing, and keep doing so we can keep working while tweaking our bad habits and enhancing our good ones.
The power of feedback is in its loop, not its scarcity. Smart people are both providers and listeners of honest execution.